Essay About Title Vii Of The Civil Rights Act And Employment Discrimination

Title Vii Case
Title VII Paper
Title VII prohibits employment discrimination in hiring, firing, training, promotion, discipline, or other workplace decisions on the basis of an employer or applicant race, color, religion, sex, and national origin. Title VII of the Civil Rights Act of 1964 is the most important piece of legislation that has helped to shape and define employment law rights in this country. Title VII applies equally to everyone. The law applies to employers, unions, and joint labor and management, committees making admission, referral, training, and other decision, and to employment agencies, and other similar hiring entities making referrals for employment. It also applies to all private employers employing 15 or more employees, and to federal, state, and local government. Because of the history behind the law it gave new rights to women and minorities, who had limited legal recourse available for job discrimination before the act. With the passage of Title VII, the door was open to prohibiting job discrimination and creating expectations of fairness in employment. For employers, Title VII meant that the workplace was no longer a place in which decisions regarding hiring, promotion, and the like could go unchallenged. There were amendments with the passage of the Equal Employment Opportunity Act of 1972, which expanded Title VII’s coverage to include government employees and to strengthen the enforcement powers of the enforcing agency created by the law, the Equal Employment Opportunity Commission, the Pregnancy Discrimination Act of 1978 that added discrimination on the basis of pregnancy as a type of gender discrimination, American’s With Disabilities Act of 1990 prohibits discrimination against people with disabilities in employment, in public services, in public accommodations, and in telecommunications, and Age Discrimination in Employment Act of 1967 protects individual’s between 40 & 65 from discrimination in employment. The law also defines sexual harassment as gender discrimination. Next most employers have come to accept the reality of Title VII. Some have gone beyond acceptance and grown to appreciate the diversity and breadth of the workplace that the law engenders. Equal Employment Opportunity Commission has changed, but 40 years after the effective date of the 1964 Civil Rights Act in 2005, the agency maintained the mission to eradicate workplace discrimination, but changed some of the tactics as it has gained experience. Although their mission has always been conciliation based, it did not seem that way. In carving out new, untrod territory, it aggressively went after employers in order to establish there presence and place in the law. Once that was established, it began living up to the conciliation mission. It prefers to be proactive and have employers avoid litigation by thoroughly understanding the law and there requirements. Next The Title VII covers all levels and