Congress Enacted Title Vii Of The Civil Rights Act

Title VI of the Civil Rights Act of 1964 is a Federal law protecting people in programs or activities that receive Federal financial assistance from being discriminated against due to their race, national origin, or color (United States Department of Health and Human Services (HHS), Office for Civil Rights, 2015). In this discussion, I will review how, in my opinion, this law has contributed to improving culturally competent care.

President Lyndon B. Johnson and President John F. Kennedy made many notable advances to outlaw discrimination in America. They fought against discrimination on race, color, religion, and national origin. Although the 13th, 14th, and 15th amendments outlawed slavery, provided for equal protection under the law, guaranteed citizenship, and protected the right to vote, individual states continued to allow unfair treatment of minorities and passed Jim Crow laws allowing segregation of public facilities. America would not be the country it is today without their effort to make this country better and of course without the help of the Civil Rights Act of 1964.

Before the Civil Rights Act of 1964, segregation in the United States was commonly practiced in many of the Southern and Border States. This segregation while supposed to be separate but equal, was hardly that. Blacks in the South were discriminated against repeatedly while laws did nothing to protect their individual rights. The Civil Rights Act of 1964 ridded the nation of this legal segregation and cleared a path towards equality and integration. The passage of this Act, while forever altering the relationship between blacks and whites, remains as one of history's greatest political battles.

Title II of the Civil Rights Act of 1964 made it unlawful for an employer to fail or refuse to hire or even discharge anyone or discriminate anyone based off of wages, terms, and etc. because of race, color, religion, sex or national origin. Women in the workforce were the greatest impact in the 20th century. By this happening it allowed for everyone to compete on a fair scale for jobs and etc. In the 21st century individuals with disabilities would be a great impact on the workforce. Research has shown that people with disabilities are able to perform well as long as you are able to make accommodations so they are able to perform their jobs. In both cases having everyone able to participate allows new improve ideas to come to light.

The Civil Rights Act of 1964 was known as an end to racial segregation. It was brought about by a number of things including the effects of major events mostly involving riots. State and federal legislation needed it to be passed along with many social movements that influenced its decision. It is no question that it heavily changed America for the better by turning us into a melting pot and making us see that everyone should be treated as equals. It is important to remember that this act was not only beneficial to the time in which it was enacted, but it has affected our future by sustaining society. Today we continue to fight to outlaw discrimination within our nation, and thanks to the passing of this act we are able to be strong and help support the removal of unequal protection for all citizens. The general public has always deserved to be treated with the same rights that every White American is given. This act needed to be passed in order to see the harm we were causing by segregating people. America has grown so much since the act was established, and with it by our sides everyone can be able to have the rights they all truly deserve. Without this act in effect, the impacts on our country would be dire. We needed this act in order to flourish as one nation and continue to build movements against any discrimination.

In applying for the role of Ariel, a potential employee is seeking to fulfill the image set forth by an animated film. As a result, very strict guidelines set the appearance of said character. Some of these guidelines, which are technically discriminatory methods of hiring are protected as Bona Fide Occupational Qualifications (BFOQ) under Title VII of the Civil Rights Act of 1964 (Manley, 2009). Identifying a quality as a BFOQ for employment entails identifying credentials that fall under protected classes as laid out by the Civil Rights Act of 1964. These protected classes are as follows: gender, age, disability, familial status, national origin, or skin color. The role of Ariel centers on the BFOQs of gender, skin color, familial status, and disability.

Necessary and Proper Clause: This is a clause within the United States Constitution specifically in Article I Section 8. It grants Congress the power to create laws or take certain actions that are not explicitly seen in the Constitution and allows flexibility within Congress. The Necessary and Proper clause allows Congress to use enumerated powers that are implied within the text of the Constitution.

What does Title VII of the Civil Rights Act encompass and what are its main features?

Under the first amendment right a person has the right to exercise whatever religion that they so choose. And that is why Title VII of the Civil Rights Act of 1964 came along is there to protect all employees that are and may be discriminated by employers, which means that an employer should not refuses to hire a candidate based on their religious beliefs or practices, or they cannot refuse to promote an employee, or adjust their rate of pay on their religion, they must be treated exactly as any other employee within the company, they should not be discriminated or be segregated against. Title VII also protects employees against employers or employees making any prejudice remarks against them. Employees are protected by both Title V11 and

A law in relation to Public Health can be defined as, “any statute, rule or local ordinance that has the purpose of promoting or protecting the public health and that establishes the authority of the Department of Human Services, the Public Health Director, the Public Health Officer, a local public health authority or local public health administrator to enforce the statute, rule or local ordinance” (Public Health Law). An example of a law in the case study in chapter 1 would be The Civil Rights Act of 1964. The Civil Rights Act of 1964 states, “ no personal shall discriminate based on race, color, religion, sex, or national origin, be excluded from participation in, be benefits of, or be subjected to discrimination under any program

Title VII of the Civil Rights Act of 1964 is a federal Law that prohibits employers from discriminating against employees on the grounds of sex, race, color, national origin and religion (www.aauw.org). Thus far in our lectures we have discussed the strategies used by various minority groups who have been discriminated against in violation of Title VII. There has been land mark decisions made from the hard fought fights by, African Americans, Women, Mexicans and Jewish alike. Their challenges of non-compliance and enforcement of Title VII brought successes that didn’t come without sacrifice, division and in some cases physical harm.

This applies to employers with 15 or more employees as well public and private colleges. Section 2000E-4 created the Equal Employment Opportunity Commission (EEOC). The Civil Rights plays a big role in the recruiting and hiring stages because it prohibits employers from asking for a educational background non related to the needs of the job applied for, giving test to applicants non related to what the job calls for, and only giving applications out to people of the same race or color. This makes it fair for qualified applicants to get a fair chance in job employment. We need to make workplaces more multi-cultural unit especially because we live in a multi-cultural nation of opportunities. I believe that the Civil Rights Act of 1964: Title

Title VII of The Civil Rights Act of 1964, is the law that prohibits discrimination in hiring, firing, training, promotion, discipline, or other work place decisions of a person based on an employee’s race gender, color, religion, national origin. This is a law that protects certain class of people of being discriminated, because they are protected with the law. It protects the civil rights of people that did not have it before. Title VII gets many complaints or cases so they have a system. The law requires the case to go through the EEOC. The EEOC decides if it will take the case. Brokering will settlement brings more notice to a case. (Bennet- Alexander and Hartman)

One of America’s greatest hallmarks is its constant drive for change and progress towards improving society. The Civil Rights Act of 1964 represents one of the most pivotal moments in American history that exemplifies this hallmark. The Civil Rights Act of 1964 outlawed discrimination based on race, color, religion, sex, or national origin. Not all Americans, however, welcomed this legislation. True to the U.S. Constitution and the Declaration of Independence, America was able to push forward and overcome resistance to the Civil Rights Act of 1964. The first challenge to the Civil Rights Act of 1964 came by way of a motel owner in Atlanta, Georgia who asserted that Congress had overstepped its authority under the Commerce Clause with Title

In a study of 414 films and television series, only 33 percent of all characters were women, and only 28 percent were of racial minority status (Associated Press). Casting diversely in entertainment has been an issue for years and has recently spawned many controversies such as the 2016 Oscar Controversy where an outrage occurred due to a lack of minority Oscar winners. Many cultures and races fell underrepresented and cast aside by film and television. The entertainment industry should cast more diverse actors because it increases viewership, provides a broader perspective, and creates a more realistic setting.