The Equal Employment Opportunity Commission (EEOC) was initiated in the Civil Rights Act of 1964. The Civil Rights Act was a collection of measures which focused on discrimination in the workplace and the field of education, as well as voting rights and accommodating individuals in public facilities. In the 1960’s the country was filled with discontent and turmoil from the racial segregation and discrimination which was visible in the many peaceful protests that were held in many southern cities which was also viewed by the American public through television. Peaceful demonstrators were faced with police brutality and horrific attacks by police canines, and subsequently, protestors were arrested. This behavior outraged voluminous numbers of American citizens, and the United States Government realized the need for legislation to bring equality to all individuals. From the beginning of its creation, the Equal Employment Opportunity Commission has worked tirelessly in order to eradicate discrimination from the workplace. This commitment has contributed in opening new doors and opportunities for employment opportunity for citizens of the United States.
Equal Employment Opportunity Development
Laws Enforced
The Equal Employment Opportunity Commission was created by Title VII of the Civil Rights Act of 1964; however, its objective has been formed by several articles of legislation. In addition to executive orders, there are many laws and amendments which define and direct both the authority responsibility of this commission. Some of the more important legislation includes Executive Order 10925 signed by the late John F. Kennedy in March 1961 which banned federal government contractors from discriminating on account of...
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...employment. The Civil Rights Act of 1991 both transformed and developed the 1964 provisions even further. The Equal Employment Opportunity Commission is in control of the enforcement of regulations which make it against the law to discriminate against an individual who is applying for a position, or current employee on the basis of age, race, color, religious conviction, gender, pregnancy, national origin, or disability.
Works Cited
EEOC History: 35th Anniversary: 1965 - 2000. (n.d.). Retrieved January 31, 2014, from Equal Employment Opportunities Commission: http://www.eeoc.gov/eeoc/history/35th/thelaw/index.html
Mathis, R., & Jackson, H. (2011). Human Resource Management (13 ed.). Mason, OH: South-Western, Cengage Learning. Retrieved from http://euo.coursesmart.com/9991111547226/firstsection#X2ludGVybmFsX0J2ZGVwRmxhc2hSZWFkZXI/eG1saWQ9OTk5MTExMTU0NzIyNi84Mg==
The Civil Rights Act of 1964 ended segregation in public places and banned employment discrimination on the basis of race, color, religion, sex, or national origin. It was the “Crowning Legislative” achievements of Civil Rights movement. Before the Act of 1964, 57% of
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.
Title VII of the Civil Rights Act of 1964 has grown over the past few decades to ensure that employees, as well as employers, are protected against all employment discrimination. It is extremely important that both employers and employees know and understand what the law means and how to handle such acts of discrimination. As more amendments are passed into law, employers need to have clear and concise policies to help fight against discrimination.
Bennett, Alexander, Hartman (2003), Employment Law for Business, Fourth Edition II. Regulation of Discrimination in Employment 3. Title VII of the Civil Rights Act of 1964, The McGraw-Hill Companies.
The Civil Rights Act of 1964 resulted from one of the most controversial House and Senate debates in history. It was also the biggest piece of civil rights legislation ever passed. The bill actually evolved from previous civil rights bills in the late 1950’s and early 1960’s. The bill passed through both houses finally on July 2, 1964 and was signed into law at 6:55 P.M. EST by President Lyndon Johnson. The act was originally drawn up in 1962 under President Kennedy before his assassination. The bill originated from two others, and one of which was the Equal Opportunity Act of 1962 that never went into law. This bill made up the core of the Civil Rights Act of 1964 (Bureau of National Affairs 18-20).
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...
The Civil Rights Act of 1964 and the Equal Employment Opportunity Commission. (n.d.). National Archives and Records Administration. Retrieved February 22, 2011, from http://www.archives.gov/education/lessons/civil-rights-act
United States. The U.S. Equal Employment Opportunity Commission. "The Civil Rights Act of 1964." 15 Jan. 1997 <http://www.eeoc.gov/laws/vii.html>
The Civil Rights Act of 1964 banned discrimination on the basis of race, sex, religion, or national origin by employers, and unions, and established the federal Equal Employment Opportunity Commission. Discrimination was not fully abolished, however, it opened the door to further progress. This further progress would result to an enactment of various other acts to help support the rights and cases of African-American people.
The Civil Rights Act of 1964 forbid businesses connected with interstate commerce to discriminate when choosing its employees. If these businesses did not conform to the act, they would lose funds that were granted to them from the government. Another act that was passed to secure the equality of blacks was the Voting Rights Act of 1965. This act, which was readopted and modified in 1970, 1975, and 1982, contained a plan to eliminate devices for voting discrimination and gave the Department of Justice more power in enforcing equal rights. In another attempt for equal rights, the Equal Employment ...
Signed in an executive order by President John F. Kennedy in 1961, the Committee on Equal Employment Opportunity was created to ensure that hiring and employment practices are free of racial bias. Three years later, President Lyndon Johnson presented the Civil Rights Act in 1964 prohibiting discrimination of all kinds based on race, color, religion, or national origin (Wang & Shulruf, 2012). Later that same year, President Johnson gave a commencement speech attempting to give an ethical response to the losses both materially and mentally to the African-Americans in slavery in the United States (Chace, 2011). Within the later years of the 1960s, higher education institution administrators, in an effort to boost under-represented groups of minorities, introduced the affirmative action concept into the admissions processes (Wang & Shulruf, 2012).
The issue of affirmative action has been a controversial one since its inception. The law was developed during the 1960’s as a result of the civil rights movement and the need to address injustices committed against minorities throughout the United States history. There were multiple attempts to correct the inequities between the majority and the various minorities including the 13, 14 and 15th Amendments. The Civil Rights Act of 1964 allowed for the creation of the Equal Employment Opportunity Commission (EEOC) to create rules to end discrimination. Affirmative action came into being with the executive order 11246 issued by President Johnson. The Civil Rights Act and President Johnson’s executive order have been updated throughout the years to address gender, disabilities, age and other characteristics that could be considered discriminatory.
The civil rights act outlawed discrimination based on color, sex, and religion against any individuals. The civil rights act outlawed segregation in business such as theaters, restaurants, and hotels. The Title VII of the civil rights act model the Equal Employment Opportunity Commision to implement law(The Civil Rights Act of 1964 and the Equal Employment Opportunity Commission).The civil rights act of 1964 is considered one of the crowning legislative achievement of the civil rights movement. Throughout the winter and spring, early 1964, Johnson applied his formidable legislative acumen and skills to push the bill through congress. On January 21, 1964, President Johnson met with with Clarence Mitchell and Joseph Rauh discuss legislative strategy( A Long Struggle for Freedom The Civil Rights Act of
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.
The U.S. Equal Employment Opportunity Commission. (1997, January). Title VII of the Civil Rights Act of 1964. Retrieved from: http://www.eeoc.gov/policy/vii.html