The Workplace and Title Seven Essay -- essays research papers

The Workplace and cognomen seven-spotThe 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 any race. The Civil Rights Act of 1964 prohibits discrimination in housing, education, employment, public accommodations and the receipt of federal official funds ground on certain discrimination factors such as race, color, national origin, sex, disability, age or religion. Title seven-spot is the employment division of the Civil Rights Act and is considered one of the most important aspects of legislation that has helped doctor the employment law practices in this country. Prior to Title VII, an employer could hire and kindle an employee for any given reason. Title VII prohibits discrimination in hiring, firing, genteelness, promotion, checker or other workplace decisions. (Bennett-Alexander-Hartman, Fourth Edition, pp 85) T hough it applies to everyone, its enactment was particularly significant to women and minorities, who until its passage had influenceed recourse in harassment based discriminations in the workplace. The Equal Employment Opportunity Commission (EEOC) is the federal function that enforces the federal laws, policies and regulations as it relates to employment discrimination. Over the course of years, Title VII has been amended to reinforce its prohibitions to include pregnancy as a quality of gender discrimination, jury trials, compensatory damage and punitive damages. Its amendments have also beef up the enforcement policy of the EEOC. An employer and employee need to be aware of those areas that are and are non covered by Title VII. It applies to employers, unions, joint labor and management committees as well as employment agencies whose functions include referral and training decisions among others. It applies to all private, federal, assure and local governments who employ 15 employees or more. An employer with less than 15 employees is non required to comply with the guidelines set by Title VII. Title VII covers all levels and types of employees. In 1991, the act was further extended to include coupled States (U.S.) citizens who are employed outside of the U.S. for American employers. Non U.S. citizens are also saved as long as they are employed in the U.S. Title VII however, does not a... ...overlooked in the workplace. Title VII has changed the pre-employment process in that the interviewer must be careful in the questions that are posed to the interviewee. The interviewer should not ask questions that can be deemed discriminatory. A rule of thumb is to limit questions that have to do with a persons private life. As an employer, it must be made clear that discrimination will not be tolerated in the workplace. Employers and employees need to become familiar with what constitutes discrimination. Employees need to be informed of the employers posit ion as it relates to workplace discrimination. An employer should adopt policies that verbalize this issue in the form of employee handbooks and/or in house training for all employee levels, including what steps will be taken for violations. If the employer and employee work unneurotic to prevent these forms of discretions, it can help curtail some of the litigiousness surrounding this issue. ReferencesAnheuser-Busch, Inc., v. molybdenum Comn on Human Rights, 682 S.W.2d 828 (Mo.App. E.D. 1984)Bennett-Alexander-Hartman, Employment Law for Business, 4th Edition, 85, 95, 97, Griggs v. Duke Power, 401 U.S. 424 (1971).