Workplace Discrimination Paper

Title VII of the 1964 Civil Rights Act forbids intentional discrimination based on several factors: religion, race, color, and sex or national origin. There are times, however, where discrimination can play a part in the decision-making process within businesses, especially within the public school system. The three-step procedures for Title VII challenges are very precise regarding the determination of intentional discrimination and are universal for all cases of alleged discrimination.

Sexual harassment is considered to be a form of sex discrimination under Title VII of the Civil Rights Act of 1964, which applies to all U.S. employers with 15 or more employees (some state laws may provide additional worker protections). Anyone affected by the offensive conduct in question, not just the person to whom it is directed, may be a victim.

The last decade has produced an explosion of racial employment discrimination lawsuits. These lawsuits have resulted in record-breaking settlements. By federally mandating every business to review the history, impact and proposed policy of Article VII these lawsuits may subside. Reviewing Title VII is a step corporate America must soon make or continue to loose much needed revenue. Our team will discuss the history of Title VII, the impact of Title VII in the workplace, who is and who is not covered under Title VII as well as propose policies that companies should have in place to avoid Title VII violations.

If an employer treats some job applicants who are protected under the civil rights laws less favorably than others because of their protected status, the applicant may have a Title VII claim. A causal connection between the applicant's protected status and less favorable treatment may be proven under a disparate treatment theory. Equally important, proof of discriminatory intent is required in a disparate treatment case. The employer's motivation and intent can be proven through circumstantial evidence that the job applicant was treated less favorably than similarly situated job applicants outside of the protected class. Essentially, the burden of proof for a Title VII disparate treatment case is based upon the burden-shifting test that the United States Supreme Court articulated in McDonnell Douglas Gorp. v. Green. In this influential case, the Court established the well organized framework to determine whether employment discrimination occurred due to disparate treatment. To prove a prima facie case in an employment discrimination case based on disparate treatment, a plaintiff must show that he/she is a member of a protected class who applied for and was qualified for a position but was rejected based on his protected status. The

Federal (Title VII) and State legislation prohibit intentional discrimination based on race, color, religion, sex, or national origin and prohibit both “disparate treatment” and “disparate impact” discrimination.

Title VII of the Civil Rights Act of 1964 protects classes from jobs discriminating against them based on their race, color, national origin, sex, and religion. It is unlawful for an employer to refuse to hire or to fire an individual because of their class. Title VII provided employment equality for minority people seeking jobs. The EEOC recognized certain classes that could not be discriminated against. The racial group includes, African American, Asian, Caucasian, Native American, and a Pacific Islander. Closely connected with racial discrimination is discrimination against someone’s color. “Color refers to the color or complexion of a person’s skin” (651, Cheeseman). Racial and color discrimination go against Title VII.

Title VII applies to state and local governments with 15 or more employees and also applies to employment agencies and labor organizations including our federal government. Based on Title VII employment opportunities cannot be denied to any person based upon their race or perceived race or because of their marriage or association with a person or persons of a particular color or race. Title VII also prohibits employment decisions based on stereotypes and assumptions pertaining to the abilities, traits, or the performance of persons from certain racial groups. Title VII makes it unlawful to discriminate when recruiting, hiring, and promoting, transferring, also work assignments, performance measurements, the work environment, job training, discipline and discharge this also includes wages and benefits, and anything else including condition and the privilege of employment. Title VII not only prohibits intentional discrimination, it also covers neutral job policies that disproportionately affect any person of a certain race, color, nationality that are not related to the job and the needs of the

This practice prohibits discrimination on the basis of an individual’s race, color, religious beliefs, sex or national origin. I picked this practice because everyone should be treated fairly, no matter what your race, religion or gender is. This will help management by having more diversity in the workplace. This Act will help everyone understand the importance of treating everyone with respect. This practice can be taught by having mandatory classes annually, so everyone can know the difference of what is considered fair treatment and what others consider unfair treatment. This practice can be used to protect everyone from getting hurt and to prevent any company from having any potential lawsuits.

Title VII of the Civil Right Act of 1946 that is an important legislation which plays a significant role in defining the employment procedures in today’s workplace. Racial discrimination will continue to be prohibited by Title VII and it has sparked an increase in anti-discrimination awareness as it is designed to promote equal opportunities, equality, and promote fairness. As a federal law, it is unlawful for an employer to discriminate against a prospective employee from being hired based on gender, race, national origin and religion.

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on : Race, Color, Sex, Religion, and National Origin with respect to employment. “Specifically, it states that it shall be an unlawful employment practice for an employer” (Dressler, 2015, p. 28). “It established the concept of protected classes; those individuals who are protected from discrimination by the legal system. It prohibits discrimination in all employment practices. Title VII makes it unlawful to limit or classify employees in any way that deprives them of employment opportunities or hampers their career progression when that classification is based on their protected status” (SHRM). Title VII also established the EEOC Commission (EEOC) and applies to employers with 15 or more employees and most labor unions.

Racism is defined as prejudice, discrimination, or antagonism directed against someone of a different race based on the belief that one's own race is superior. In the workforce, the issue of racism and discrimination has been brought to the center of conversations around the world. Companies claim to be “colorblind” and not hire somebody based on their race or gender, but the employment rates among minorities and women around the world is significantly lower than the majority in the given country. There is also the growing issue of minorities, such as blacks in america, making significantly less money than whites. This issue affects people all around the world who happen

In today’s world, the American still has barriers to overcome in the matter of racial equality. Whether it is being passed over for a promotion at the job or being underpaid, some people have to deal with unfair practice that would prevent someone of color or the opposite sex from having equal opportunity at the job. In 2004, Dukes vs. Wal-Mart Stores Incorporation was a civil rights class-action suite that ruled in favor of the women who worked and did not received promotions, pay and certain job assignments. This proves that some corporations ignore the 1964 Civil Rights Act, which protects workers from discrimination based on sex, race, religion or national origin.

Under Title VII of the Civil Rights Act of 1964, EEOC laws are enforced. EEOC laws give citizens the ability to find a job without being discriminated upon race, religion, origin, or sex. There are many laws that have stemmed from this Civil Rights Act. I think that these laws have established a well-rounded society.

A union is an organization of workers who join together in order to have a voice in improving their jobs and the quality of work within the organization. In many occasions, unions help employees of an organization negotiate pay, benefits, flexible hours and other work conditions that may arise. Unions have a role because some degree of conflict is inevitable between workers and management (Noe, 2003). In this paper, I will be discussing the impact of unions and labor relations within an organization.

According to “Civil Rights Act of 1964", under Title 7, there is the nation’s prime civil rights legislation, which is Civil Right Act of 1964, and the act prohibits employers from any kinds of discrimination toward applicants on the basis of race, sex, religion, color, and national origin. The act basically protects all the citizens from workplace discrimination and prove that the citizens should have same equal rights regardless their race, sex, or religion. Especially, the act is important because it is a fundamental policy that keep citizens safe in the