Title VII of the Civil Rights Act of 1964
explanatory Essay
1091 words
"Title VII of the Civil Rights Act of 1964 is the single most important piece of legislation that has helped to shape and define employment law rights in this country (Bennett-Alexander & Hartman, 2001)". Title VII prohibits discrimination on the basis of race, color, age, gender, disability, religion and national origin. However, it was racial discrimination that was the moving force of the law that created a whirlwind of a variety of discriminations to be amended into Title VII. Title VII was a striving section of legislation, an effort which had never been tried which made the passage of the law an extremely uneasy task. This paper will discuss the evolution of Title VII as well as the impact Title VII has had in the workforce.
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.
Title VII was amended several times after 1964. Congress passed the Age Discrimination in...
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...iscrimination will not occur. It is also important to post some of the Title VII laws, so that employees will understand what to do in case they feel they have been discriminated against.
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.
References
Bennett-Alexander, Dawn D. & Hartman, Laura P. (2001). Employment Law for Business (3rd ed.). New York: McGraw-Hill Primis Custom Publishing. Downloaded February 4, 2008 from the data base of http://www.eeoc.gov
In this essay, the author
- Explains that title vii of the civil rights act of 1964 is the single most important piece of legislation that has helped shape and define employment law rights in this country.
- Explains that the civil rights act of 1964 was passed shortly after the landmark march on washington. title vii, the section dealing with discrimination in the workforce, became the most important arbiter of rights under the new law.
- Explains that title vii was amended several times after 1964, including the age discrimination in employment act of 1967, the equal employment opportunity act, and the rehabilitation act.
- Explains that congress amended title vii in 1978 by passing the pregnancy discrimination act and reversed the supreme court's gilbert decision in 1976.
- Explains the impact of title vii on employers and employees. employers need to be more aware of the laws and how discrimination suits can affect them.
- Opines that title vii of the civil rights act of 1964, along with the amendments, have helped create an atmosphere of equality in the workplace.
- Explains that title vii applies to employers with 15 or more employees, unions and joint labor, as well as employment agencies and similar hiring companies.
- Explains that title vii permits businesses operated on or around native american indian reservations to give preferential treatment to native americans. religious institutions are permitted to discriminate when performing their activities.
- Explains that most employers have accepted title vii as a powerful piece of legislation that aids in the protection of employers and employees.
- Explains that 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.
Related
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- The Workplace and Title Sevenanalytical essayThe Civil Rights Act of 1964 was the catalyst in abolishing the separate but equal policies that had been a mainstay in our society. Though racial discrimination was the initial focal point, its enactment affected every race. The Civil Rights Act of 1964 prohibits discrimination in housing, education, employment, public accommodations and the receipt of federal funds based on certain discrimination factors such as race, color, national origin, sex, disability, age or religion. Title VII is the employment segment of the Civil Rights Act and is considered one of the most important aspects of legislation that has helped define the employment law practices in this country. Prior to Title VII, an employer could hire and fire an employee for any given reason. Title VII prohibits discrimination in hiring, firing, training, promotion, discipline or other workplace decisions. (Bennett-Alexander-Hartman, Fourth Edition, pp 85) Though it applies to everyone, its enactment was especially significant to women and minorities, who until its passage had limited recourse in harassment based discriminations in the workplace.
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- Explains that the civil rights act of 1964 was the catalyst in abolishing separate but equal policies that had been a mainstay in our society.
- Explains that title vii is the federal agency that enforces federal laws, policies, and regulations as it relates to employment discrimination.
- Explains that if an employee alleges discrimination in the workplace, they may file a complaint with the eeoc.
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- Explains that an employer's defense for disparate treatment cases is when they can show that their intentional discrimination was based on a bona fide occupational qualification (bfoq).
- Explains the purpose of the disparate impact principle, which is to eliminate facially neutral employment practices that have an adverse impact on a protected title vii group.
- Explains that an employer's defense is when it can be shown that the disparate impact is actually job related or consistent with a business necessity.
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In this essay, the author
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- Explains that mrs. pitman's case meets the fourth element of mcdonnell douglas, which requires that the position remained open or was filled by someone who is a member of another race.
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- Explains that many people received increased educational rights and access because they were able to go to what was deemed as all-white schools and the ability to desegregate and build relationships with different races. poor communities, which consist mainly of minorities, do not receive an equal quality of education due to poor financial positions
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1995 wordsRead More