Essay about The Equal Opportunity Employer Law and Discrimination

It is not up for debate whether women are discriminated against in the workplace, it is evident in census data; in 2013, among full-time, year-round workers, women were paid 78 percent of what men were paid. It is said that the organizations that are pro-equal pay, including some unions, support the idea that the government should set wages for all jobs. To the contrary, the organizations that are proponents of equal pay are not for job wages being set by the government-they wish to have the discrimination taken out of pay scales from within the company. Commonly, this pay gap is attributed to the fact that women in the United States are still expected to attend to familial obligations over work.

Under the first amendment right a person has the right to exercise whatever religion that they so choose. And that is why Title VII of the Civil Rights Act of 1964 came along is there to protect all employees that are and may be discriminated by employers, which means that an employer should not refuses to hire a candidate based on their religious beliefs or practices, or they cannot refuse to promote an employee, or adjust their rate of pay on their religion, they must be treated exactly as any other employee within the company, they should not be discriminated or be segregated against. Title VII also protects employees against employers or employees making any prejudice remarks against them. Employees are protected by both Title V11 and

The National Archives gives back ground on the (Civil Rights Act of 1964). National Archives website, www.archives.gov is full of archives regarding the United States. There is a session for teacher, that allows the site to be used as a resource. The (Civil Rights Act of 1964) was a response to a question presented, is the 14th Amendment being upheld. Society question the government, are certain groups of people being denied social justice? Are certain groups being denied social benefits?

If I owned a business and placed a disclaimer on a job application that read, ‘Muslims need not apply’ is that a violation of their civil rights? Muslims are granted the freedom to publicly practice their religion without fear of discrimination and persecution however does that disregard my right to refuse participation? Why is it necessary for my family and my business to be unjustly exposed to a way of life that I disapprove of? Some would argue that the appropriate response to these questions is simple, “Because the Constitution says so.” The First Amendment of the Constitution forbids the government from restricting religious practices; however this forbiddance is more of a civil liberty than a civil right. This type of realization was

Under the title VII of the Civil Rights Act of 1964 prohibits employment discrimination. Discrimination of basis of sex, race, color, national origin, or religion. If a profit corporation have religious beliefs they will be able to argue they have the right to side-step Title VII and, for example, hire only those who sign a “statement of faith” or share the same religious

This paper discusses the impact 9/11 has had on the lives of American Muslims in the last ten years. It talks about discrimination against Muslims in the workforce, employment opportunities, the legal system, and through public perception. It also discusses how American Muslims responded to these societal changes and how Islamic organizations have been trying to address the problem of discrimination through conducting public awareness campaigns as well as supporting civil rights of American Muslims in courts and in the media.

The Civil Rights Act of 1964 prohibits employers from discriminating against employees based on their religion. In fact, the law “requires employers to reasonably accommodate an employee when that employee’s sincerely held religious beliefs, practices, or observance conflict with a work requirement unless the accommodation would cause an undue hardship to the employer” (Fowler-Hermes & Gierbolini, 2014, p. 34).

For instance, according to an article in the Washington Post “…black men still need two more levels of education to have the same chances of landing a job as a white man” (Marte). Minorities in general are disproportionately unemployed; Native American employment rates are far below those of whites, they have lower odds of employment than whites even after accounting for various demographic factors (Austin). When it comes to religious bias, Muslims are now experiencing more injustices than any other time in America. The bias towards American Muslims post 9/11, has affected their job prospects; researchers have discovered that “…applicants who self-identified as Muslim on their social media profiles were called back at a lower rate nationwide by prospective employers than Christians with the exact same names and qualifications” (Pal). Even when a Muslim does get the job, the discrimination continues, the Equal Employment Opportunity Commission (EEOC) reported a 250 percent rise in the number of religion-based discrimination complaints post 9/11 (Pal). If your gender is female, you aren’t fairing much better in the workplace, the majority of America’s lowest paid workers are women. On average women make seventy-eight cents to a man’s dollar, even when you take into account the difference in job choice, men still earn more for the same role (O’Brien). Opportunities to move ahead economically are out there, but they’re definitely not equal for

Employment laws are very important for all types of businesses to follow. The employment laws dictate and guide employers on how to proceed in situations with employees, and how everyone is to be treated. There are many rules and laws that pertain to both the state and federal government in terms employment. Both state and federal employment law make sure that the rights of the employees remain protected. This paper will explore, compare and contrast several discrimination laws from the perspective of the federal government and that of the state of Texas. Following are the Federal and Texas laws that this paper will detail:

Since the 9/11 attacks in America, Muslims have become familiar and tolerant to normal practices of racial profiling and workplace discrimination (Khan, 2012). Such prejudice have also extended to hesitations in giving charity to mosques or Muslim organizations on the basis that they may be linked to an extremist faction or violent activity. American Muslims have experienced a difficult time

When recruiters are hiring someone for a job, they look at their resume to see what type of experience the potential employee has and what they can bring to the company. “According to the ethnic prominence model (Levin, Sinclair, Veniegas, & Taylor, 2002), ethnicity is a more in-fluential factor in decision making than other social category information. Ethnic minorities’ identification with their group might trigger actual discrimination because of the actual or symbolical threat as perceived by the ethnic majority and the more threatening nature of ethnicity compared with other minority characteristics.” (Eva Derous and Ann Marie Ryan; page 2) People who are of different ethnicities tend to be discriminated against even before they go in for the interview. Employers associate

Equal Employment Opportunity (EEO) laws have helped shape the workforce today and they have greatly contributed to the introduction of diversity in the working environment. No longer are people rejected of employment based on their race, gender, age, or disability. The labor force has increased from 62 million people in 1950 to over 159 million people in the labor force today (Toolsi). The passing of the EEO laws proved to be a great advancement in the diversity of the workforce and treatment of employees, but it was a tremendous battle to get where we are today. Before the passing of these laws, unequal treatment was normal and discrimination was common among the majority of employers. This made acquiring employment difficult and caused many people to be unemployed. Three Equal Employment Opportunity laws that helped diminish these discriminatory practices were Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, and the American with Disabilities Act of 1990. For each law, I will describe what it enforces and explain the actions that happened in society and the workplace that made these laws necessary. I will discuss important political figures that contributed to the passing of these laws. Lastly, I will examine how each law has improved human resources and has led to better management of employees overall.

Supreme Court has stated that an employer must not refuse to hire an applicant if the

Throughout the years the United States has faced many challenges with equal employment opportunities for everyone. The United States has developed The Equal Employment Opportunity Commission, also known as the EEOC, to enforce laws that help prevent everyone from being treated unfairly when it comes to employment options. The EEOC has established stipulations and overlooks all of the federal equal employment opportunity regulations, practices and policies (“Federal Laws Prohibiting Job Discrimination Questions and Answers”). Some laws that have been passed are the Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964 and Age Discrimination in Employment Act of 1967. Although some discrimination is still a problem, all of these

Discrimination in the workplace occurs when an employee experiences harsh or unfair treatment due to their race, religion, national origin, disabled or veteran status, or other legally protected characteristics. Discrimination is one of the biggest problems people face in the workplace and it must be dealt with forcefully.