Title Vii Of The Civil Rights Act Of 1964 Essay

Title Vii Of The Civil Rights Act Of 1964 Essay

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Title VII of the Civil Rights Act of 1964 protects against employment discrimination based on “race, color, religion, sex, or national origin” (Moran, 2014, p. 164). This helps ensure fair treatment to all workers. To ensure the safety of all workers, Title VII also protects against harassment, which includes quid pro quo harassment, hostile environment harassment, religious harassment, and racial harassment.
Quid Pro Quo Harassment
Quid pro quo sexual harassment, also known as vicarious liability, is employment or employment benefits are given by a supervisor in exchange for unwanted sexual favors. There are six requirements for it to be considered sexual harassment. First, the victim must be a member of a protected class. Second, the complaint must be gender related. Third, the victim must not have consented to the sexual advances or participated in the hostile work environment in the past. Fourth, the harassment must be based on sex. Fifth, the harassment must have a damaging effect on the victim’s job. Finally, the harassment must have happened during the scope of the victim’s employment (Moran, 2014). An example of this would be a supervisor telling his subordinate “If you don’t sleep with me I will fire you.” Since the supervisor is threatening the loss of employment for sexual favors, it is quid pro quo sexual harassment.

Hostile Environment Harassment
Hostile environment harassment is when one employee frequently makes unwanted sexual comments, advancements, or anything similar to another employee. This can occur in both a verbal and physical form, such as sexual jokes, unwanted touching, or displaying of offensive material (Miller, 2014). The same six requirements that are needed for quid pro quo harassment must be met...


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...ous, sexual orientation and racial anti-harassment policy. This will not only let our employees have better unstinting of what is considered unacceptable behavior at our company, but it will also warn them of the consequence if they decide to break it. Having an anti-harassment policy that covers everything can also protect our company from being held liable for any future harassment claims by adhering to the EEOC’s requirement of harassment prevention.
An example of a case where a thorough anti-harassment policy could have prevented the company from being held liable would be Equal Employment Opportunity Commission v. Swissport Fueling, Inc. (2013). A manager for Swissport was referring to several African employees as “monkeys.” Swissport lost the case and was forced to pay $250,000 in damages. We should learn from this and protect ourselves before it is too late.

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