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Chapter 3 equal employment opportunity
Importance of pregnancy discrimination law
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Recommended: Chapter 3 equal employment opportunity
Civil Law
Laws and regulation are put in place to govern the grounds of fairness. If these rules are broken, they are enforced by the justice system. The Civil Rights Act of 1964 serves as the foundation and building block for all equal employment opportunity acts. One act that benefited from the Civil Rights Act is the Pregnancy Discrimination Act of 1978. This act prohibits discrimination against women affected by pregnancy, childbirth, or related condition; requires that they are treated as all other employees for an employment-related purpose including benefits (Mathis & Jackson, 2011). The Pregnancy Discrimination Act gained notoriety from the General Elec. Co. v. Gilbert case. In this case, General Elec. Offered disability absence sickness
Title VII under the Civil Rights Act of 1964 was enacted on July 2nd, 1964 as a mitigation strategy to prohibit any form of discrimination on grounds of a person’s religion, sex, color, race or their national origin. The law was originally meant to solve the problem of discrimination witnessed during voter registration. It was also expected to solve discrimination present at workplaces and schools where there was widespread racial discrimination. However, the law has become an even more relevant tool and has seen to it that hiring and firing processes by many companies are adherent to it.
Affirmative Action Question: Newton and Wasserstrom seem to disagree about whether affirmative action is a form of reverse discrimination. Explain how each arrives at their position about whether or not affirmative action is similar to or different from discriminatory laws of the Jim Crow era
Title VII of the Civil Rights Act of 1964 prohibits most of the discrimination and harassment in the workplaces. The provision of the Title VII covers all the state, local government, private employees as well as educational institutions that have at least 15 employees or more. The Act prohibits any discrimination that may be meted against the individuals on the basis of the origin, religion, sex, color, race, and national origin (http://topics.hrhero.com/title-vii-of-the-civil-rights-act-of-1964/).
The Civil Rights Act of 1964 was passed soon after the milestone March on Washington. In the largest march ever held in the United States, people of all races and colors gathered together to show legislature that racism would no longer be acceptable in society. Title VII, the section which deals with discrimination in the workforce is one small part of the larger piece of legislation. Title VII, of the Civil Rights Act, quickly became the most important arbiter of rights under the new law (Bennett-Alexander & Hartman, 2001). The workforce has drastically changed since the passage of the act. Women and minorities are engaged in employment now more than ever. With the passage of Title VII, the door was opened to prohibiting job discrimination and creating fairness in employment (Bennett-Alexander & Hartman, 2001). Soon after, protection against discrimination based on age and disability was provided.
Despite legislation for equal opportunities, sexism is still evident in the workplace. Women have made great advancements in the workforce and have become an integral part of the labor market. They have greater access to higher education and as a result, greater access to traditionally male dominated professions such as law. While statistics show that women are equal to men in terms of their numbers in the law profession, it is clear however, that they have not yet achieved equality in all other areas of their employment. Discrimination in the form of gender, sex and sexual harassment continues to be a problem in today’s society.
The federal policy issue that I choose to research and write about is The Pregnancy Discrimination Act. The Pregnancy Discrimination Act, or PDA for short, is an amendment to Title VII of the Civil Rights Act of 1964. In Title VII of the Civil Rights Act it states that “[…] and women affected by pregnancy, childbirth, or related medical conditions shall be treated the same for all employment-¬related purposes” (Title VII of the Civil Rights Act of 1964). The PDA was enacted in the year 1978 and it prohibits workplace discrimination on the basis of pregnancy. The Act was developed as a result of the 1976 Supreme Court decision General Elec. Co. v. Gilbert (PDA-Historical Perspective). The employer offered its employees a disability benefit
The Equal Pay Act of 1963 is an important act the needs to be enforced so the employer will not discriminate based on gender. The Equal Pay Act of 1963 “prohibits sex-based wage discrimination between men a...
Of The Pregnancy Discrimination Act." Southern Law Journal 19.1 (2009): 27-41. Academic Search Complete. Web. 5 Dec. 2013.
In America, one million teenagers get pregnant every year (National Abortion Federation, 2003). Of these pregnancies, 78% are unplanned because these teenagers start having sex at a very young age and are unaware of ways to prevent pregnancies. Thirty five percent of the pregnant teenagers chose to abort, as they fear that the consequences of the pregnancy might cause significant effects to their lives. The problems that come with teenage pregnancies include dropping out of school, receiving inadequate prenatal care, developing health problems, relying on public assistance to raise a child, and probably divorcing their partners. In most states, the law allows pregnant teenagers to take their babies for adoption without consulting their parents. The same laws allow the teenagers to have an abortion but require parental notification or consent before carrying out the procedure. These laws prove biased as they favor one resolution over the other, as they force some to bear babies they do not want by restricting their options.
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 laws have helped the United States citizens become treated more equally in the work force.
According to Corley, Reed, Shedd, and Morehead, (2001) “the most important statue eliminating discriminatory employment practices, however, is the federal Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act o 1972 and the Civil Rights Act of 1991.” The appropriation section o...
...d October 31, 1978 by Congress. It was an amended addition to the Civil Rights Act of 1964 stating women who are pregnant are to be treated equally to others. “on the basis of pregnancy, childbirth, or related medical conditions shall be treated the same for all employment-related purposes” (EEOC, 2013).
In addition to the Equal Pay Act, the Civil Rights Act bill was released in 1964. Howard Smith advocated for many women and demanded that discrimination against women be added to the bill. Meanwhile, Title VII was added to the bill which protected women from sexism in the workplace. Resultantly, throughout the next few years, the law benefitted woman and gained success against sexism ("Women's 2). Although there had been great advances for women's rights, it took seventeen years for women to receive equal work and pay as men ("Equal" 1). The act promised equal pay for equal work and that women would receive the same benefits as men. However, there were some parts of the act that was unclear, for example, women who had the same jobs as men but worked in different buildings were not protected. Meanwhile, if women felt discriminated, they were able to sue for potential wages for two years. In addition, those who discriminated woman in the workplace could be fined and punished ("Equal" 2). Woman activists who were defiant towards traditional views of only being mothers shocked the world when they demanded equality in the
Although some of the worst employment discrimination was eliminated by the Civil Rights Act in 1964, many women continue to undergo unfair and unlawful discrimination in the workplace. Even though women have come a long way, they are still being discriminated against in certain fields of work. High-end jobs, most commonly large companies and medical fields, continue to discriminate against women even though they have the same job qualifications as men.
According to the U.S. Equal Employment Opportunity Commission (EEOC), pregnancy discrimination consists of “treating a woman unfavorably because o...