Civil Rights Act Title VII: Employee Discrimination In 1964

Title VII of the Civil Rights Act of 1964 is a federal law that protects individuals from discrimination based on religion. Religious discrimination is treating a person differently because of their religious

This act was setup to address discrimination of protected classes (e.g. African Americans, Asian, Americans, Latinos, Native Americans, and women). The part of Title VII of the Civil Rights Act of 1964 that applies to employment decisions; mandates that employment decisions not be based on race, color, religion, sex, or national origin (Gmoez-Mejia & Cardy, 2013).” Discrimination is about the making of distinctions; in the context of human resources, it is about the making of distinctions among people. There are two type of discrimination. Disparate treatment is when an employee is treated differently because of his protected status. Adverse impact is when the same standard is applied across the board; however it impacts a protected class more (Gmoez-Mejia & Cardy, 2013).In the case of #1-2013 adverse impact could apply to the shift changes that were implemented in January 2013. As the shift changes applied to all production employees. This could be construed as unintentional discrimination. However we haven’t had any other complaints to date.The company must reasonably accommodate religious beliefs or practices; unless it creates undue hardship (e.g. costly, compromises workplace safety, decreases workplace efficiency, infringes on the rights of other employees, or requires other employees to do more than their share of potentially hazardous or burdensome work). There are several ways

The United States is one of the most culturally and religiously diverse countries in the world. The founding fathers of the United States wanted to ensure that its people would have the ability to practice their religion with no threat of persecution. In order to accomplish the goal of religious freedom and continue to ensure that all people of any religion would be free to practice their religion, the United States passed Title VII of the Civil Rights Act of 1964 that prohibits an employer from discriminating based on the religious views of its employees. As the citizens of the United States spend a large amount of time in their places of employment, religious practices that these employees feel are necessary for the true observance of their religion must be accommodated by the employers. This law contends that in cases where the accommodation of religious practices of its employees does not create undue hardships, an employer must make reasonable accommodations for employees to practices the beliefs of their religion. As the demographics of the United States continues to change with more religiously diverse people immigrating to the country, employers are coming under more pressure to ensure they are taking all possible precautions to accommodate the religious practices of its employees. These precautions are important as the once an employee has established a bona fide complaint of religious discrimination, the burden of proof then falls on the employer to prove they

Charges of workplace discrimination is said to be at an all time high. During the 2015 fiscal year the U.S. Equal Employment Opportunity released information that claims there were more than 89,000 charges filed for workplace discrimination. One of the top ten charges is said to be retaliation, which had an estimate 39,757 cases in 2015, which is 44.5 percent of all charges filed. Retaliation is said to be in violation of the Title VII of the Civil Rights Act of 1964, For the purpose of this research paper I will provide the understanding of both Acts, while also taking a case that deals with to provide the basis of the case, the findings, and the outcome of the charges.

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on : Race, Color, Sex, Religion, and National Origin with respect to employment. “Specifically, it states that it shall be an unlawful employment practice for an employer” (Dressler, 2015, p. 28). “It established the concept of protected classes; those individuals who are protected from discrimination by the legal system. It prohibits discrimination in all employment practices. Title VII makes it unlawful to limit or classify employees in any way that deprives them of employment opportunities or hampers their career progression when that classification is based on their protected status” (SHRM). Title VII also established the EEOC Commission (EEOC) and applies to employers with 15 or more employees and most labor unions.

upon an employee's religion. This means, that generally an employer has to give their workers

Alvarez and Moser explore the problem of discrimination in the large company Walmart. Many female employees claim were their discriminated against in the workplace and sued the company for the unfair treatment in salary and promotion. This article shows the information of lawsuit cases for large company. The company had more awareness suing from the employee and needed to prevent it. I will use this source for backing ground for my argument. It shows 500,000 female employees files for the lawsuit in pay and promotions in violation of Title VII of the Civil Rights Act of 1964. This evidence should help me to improve my argument for discrimination in the workplace. Busteed shows that the different performance between female athletes and male athletes after graduating from college. Gallup-Purdue Index, shows that formal female athletes do better perform in their career than male athletes do. This data show how the female athletes participate in work activities and have a great achievement in the workplace and usually have a positive aspect in their sports and life. I will use this source for valid conditions of rebuttal. People might think male students perform better than female, but female are better than male students. Covert explores how women are discriminated against in the workplace. He shows 30 percent of women had the discrimination problem by using a new poll data from the Center for American Press and Elle Magazine. The different pay gap between men and women still

The first event I find significant is the "Civil Rights Act of 1964 prohibiting emplyment discrimination based on race, color, religon, sex, or national origin (for companies with fifteen or more employees)." because it took a stance for not just women but also people of other races, cultures, and religons. This Act gave women the ability to get more jobs outside of the home and be more independent. Women should be able to help with the income and provide for her family just as much as a man. This Act gave women that much more of an opportunity to do so.

Title VII of the 1964 Civil Rights Act forbids intentional discrimination based on several factors: religion, race, color, and sex or national origin. There are times, however, where discrimination can play a part in the decision-making process within businesses, especially within the public school system. The three-step procedures for Title VII challenges are very precise regarding the determination of intentional discrimination and are universal for all cases of alleged discrimination.

Legislation is needed in the US to secure equal treatment to US citizens and they keep everyone on track. Legislation is the law and without the law everyone would be thinking of themselves and nothing would be fair. In the workplace, employees were being discriminated against because of their race, color, religion, national origin or sex. Employers were allowed to fire or not employ an individual because they were a minority. The Civil rights act of 1964 was passed and banned discrimination and segregation on the basis of religion, race, national origin and gender in the workplace. This civil rights act includes Title VII which makes it illegal for an employer to discriminate against an employee or job applicant. The EEOC (Equal opportunity

Title VII of the Civil Rights Act of 1964 made it employment discrimination unlawful. This provision addresses employment practices such as compensation, training, hiring, termination, promotions and transfers. This law also protects employees from retaliation by their employers if they make an accusation of discrimination. Discrimination on the basis of race, religion, sex, color, and national origin is not permitted (Ivancevich & Konopaske, 2013). The Civil Rights Act of 1991 is an amendment to Title VII. It clarified disparate discrimination language and addressed the legal proceedings and award entitlements regarding discriminatory lawsuits. This law also broadened the scope of EEO to apply to additional situations and people (Ivancevich

What exactly is the Civil Rights Act? The civil rights act of 1964 is one of the greatest Bills that has ever been passed. This Bill prohibits discrimination based on race, color, sex, age, religion, or national origin. The civil rights act was amended from being to protecting only the rights of African Americans, to protecting the rights of all peoples in the United States. President Lyndon B. Johnson was the president to pass the Civil Rights act and make it illegal to discriminate based on anything. The Civil Rights Act of 1964 abolished the Jim Crow laws, and made it illegal to discriminate in public facilities, in the Government, and in employment. There have been in total eight “Civil Rights Acts” passed by congress and each is added

Laws against discrimination- Title VII of the Civil Rights Act of 1964 says that no person employed or seeking employment by a business with more than 15 employees may be discriminated against due to their race, color, religion, sex, or national origin (Lee, 1998). This Act

Undoubtedly, not everyone will be satisfied and various accommodations may often be created. Personally, I would agree that Title VII addresses the rights of employees, as well as, protects employers with regard to fairness. Gleaned from the PBS.org website the article, “Supreme Court weighs how religious freedom affects business dress codes” by Gwen Ifill stated government believes that the burden should be on the employer, because the employer takes the first step in a job interview and because the employer has superior knowledge and is familiar with the workplace rules. Looking at the totality of the circumstance, if the employer senses, perceives, understands, or knows that there could be a religious issue, the employer should address it and embrace the intent of Title VII. For example, this could begin with a dialogue with the job applicant to inquire if there is a specific religious issue, and if there is a need for an accommodation. Otherwise, the burden falls on the potential employee to ensure he or she fits the description or meets the overall physical appearance of the employer (Ifill,

The law of employment states the rights and responsibilities between employers and workers. These rules and regulations are designed to make sure all applicants and employees are treated fairly. The employment and labor laws are also established to make sure the employers are protected. Discrimination is a major part of employment court cases. There are laws such as Civil Rights Act of 1964 and other laws that makes sure employers are not treating employees or applicants unfairly due to age, gender, religious beliefs and disability. In this situation, John was hired only because he was the manager’s friend and the manager did not go through the proper procedures of the hiring process. The other application felt they were discriminated against