Smoke Free Simulation Paper

The Company’s pledge to provide a safe and healthy work environment bans smoking on Company properties, including but not limited to break areas, bathrooms, and work areas. Employees who smoke will be able to do so only on break and lunch times. They will have to go outside of the Company’s facility in the designated smoking areas on the property.

Federal (Title VII) and State legislation prohibit intentional discrimination based on race, color, religion, sex, or national origin and prohibit both “disparate treatment” and “disparate impact” discrimination.

Title VII applies to state and local governments with 15 or more employees and also applies to employment agencies and labor organizations including our federal government. Based on Title VII employment opportunities cannot be denied to any person based upon their race or perceived race or because of their marriage or association with a person or persons of a particular color or race. Title VII also prohibits employment decisions based on stereotypes and assumptions pertaining to the abilities, traits, or the performance of persons from certain racial groups. Title VII makes it unlawful to discriminate when recruiting, hiring, and promoting, transferring, also work assignments, performance measurements, the work environment, job training, discipline and discharge this also includes wages and benefits, and anything else including condition and the privilege of employment. Title VII not only prohibits intentional discrimination, it also covers neutral job policies that disproportionately affect any person of a certain race, color, nationality that are not related to the job and the needs of the

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.

Title VII of the Civil Rights Act of 1964 protects classes from jobs discriminating against them based on their race, color, national origin, sex, and religion. It is unlawful for an employer to refuse to hire or to fire an individual because of their class. Title VII provided employment equality for minority people seeking jobs. The EEOC recognized certain classes that could not be discriminated against. The racial group includes, African American, Asian, Caucasian, Native American, and a Pacific Islander. Closely connected with racial discrimination is discrimination against someone’s color. “Color refers to the color or complexion of a person’s skin” (651, Cheeseman). Racial and color discrimination go against Title VII.

Title VII of the Civil Right Act of 1946 that is an important legislation which plays a significant role in defining the employment procedures in today’s workplace. Racial discrimination will continue to be prohibited by Title VII and it has sparked an increase in anti-discrimination awareness as it is designed to promote equal opportunities, equality, and promote fairness. As a federal law, it is unlawful for an employer to discriminate against a prospective employee from being hired based on gender, race, national origin and religion.

Title VII of the Civil Rights Act of 1964 protects individuals from discrimination based upon their sex and makes it illegal for a business to discriminate against a person’s hiring, firing, and additional terms and conditions of hire (Alexander & Hartman, 2001). Title VII covers all private employers, government employees, and any institution that employs 15 or more persons. These laws also cover employment agencies, labor groups, and agencies that control apprenticeships and training.

Raising taxes on tobacco products and implementing smoking cessation legislations can minimize the prevalence of smoking up to 30 percent to 80 percent over a 50-year period (Ekpu & Brown 2015).In 2009, NBC news stated that Kansas, one of the states, considering banning smoking at enclosed areas showed that if they banned smoking in restaurants, the state was going to save 20 million dollars in healthcare costs (Associated Health, 2009). West Virginia state implemented smoke-free laws and had an increase of almost 1 percent in restaurant employment (“Smoke Free Laws do not Harm Business,” 2017). Restaurant workers were more comfortable coming in to work knowing they would be breathing in fresh air. Although in Tennessee, percentage of adults who smoked in 2011 increased from 23 percent to 24.3 percent in 2015 (Fletcher, 2016). This increment was not that significant considering the fact that it was over a period of just 4 years. The annual health care cost in Tennessee directly to smoking increased from $2.16 billion in 2004 to $2.67 billion in 2017(“The Toll of Tobacco in Tennessee”, n.d.).

Title VII of the Civil Rights Act of 1964, The Americans with Disabilities Act of 1990 and The Age Discrimination in Employment Act of 1967 all prohibit the use of discriminatory employment tests and selection procedures. A fair selection process consists of judging people on their ability to do the job and not on the basis of race, color, sex, age, national origin, religion, genetic information or disability.

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin (2009).

Title VII makes it illegal for an employer to discriminate in hiring by a person’s religion, national origin, sex, color, or race. The Equal Employment Opportunities Commission is also responsible to enforce the Equal Pay Act, the Age Discrimination in employment Act, the Genetic Nondiscrimination Information Act, and the American with Disabilities Act.

Tobacco free medical campuses and hospitals have become a common practice, since 2009, 45% of US hospitals have adopted a smoke-free campus policy (Williams et al., 2009). The current climate, cost, and impact within the workforce population is ideal for establishing a benchmark for reducing the rates of tobacco use across the entire US Army population. The policy would reach a much larger target audience to include veterans who visit the medical facilities on

The use of tobacco is a very controversial topic here in the United States. The harmful side effects of tobacco are well known and consequently, many believe that it should be outlawed. Though this has not yet occurred, constant regulations on the industry and

-U.S Department of Health and Human ServicesThroughout the United States, smoking has become very popular amongst all ages. Smoker’s have become very open and public about the issue. But as time goes on, smoker’s are starting to smoke in public. Many people are unbothered by this, but others are disturbed. They are mostly cautious about smoking in public because many have health problems that can be triggered by smoking. Although I can’t tell you what to do with your body, I still believe that smoker’s should not have the right to smoke in public places. One reason is that you introduce others to secondhand smoking. Another

Fortunately, the tobacco industry's behavior is likely to change due to the increasing legal and societal pressures. Much legislation has been imposed to tobacco firms based on codes of behavior, different government strategies and litigations, especially after 1980 where anti-smoking groups reactions, led to higher restrictions throughout