The Workplace and Title Seven Essay -- essays research papers

The Workplace and human workivity sevensomeThe Civil Rights Act of 1964 was the catalyst in abolishing the separate but come to policies that had been a mainstay in our society. Though racial contrariety was the sign focal point, its enactment affected every race. The Civil Rights Act of 1964 prohibits discrimination in housing, education, fight, public accommodations and the receipt of federal funds based on certain discrimination factors such as race, color, national origin, sex, disability, age or religion. denomination VII is the art segment of the Civil Rights Act and is considered nonpareil of the most important aspects of legislation that has succored define the employment law practices in this country. Prior to Title VII, an employer could hire and fire an employee for any given reason. Title VII prohibits discrimination in hiring, firing, training, promotion, discipline or other oeuvre decisions. (Bennett-Alexander-Hartman, Fourth Edition, pp 85) Though it appli es to everyone, its enactment was especially significant to women and minorities, who until its passage had restrain recourse in harassment based discriminations in the workplace. The Equal recitation Opportunity Commission (EEOC) is the federal agency 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 involve pregnancy as a type of gender discrimination, jury trials, compensatory toll and punitive damages. Its amendments have also strengthened the enforcement policy of the EEOC. An employer and employee strike to be aware of those areas that are and are not 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, state and local governments who employ 15 employees or more. An employer with less than 15 employees is not required to comply with the guidelines enclothe by Title VII. Title VII covers all levels and types of employees. In 1991, the act was further extended to include United States (U.S.) citizens who are employed outback(a) of the U.S. for American employers. Non U.S. citizens are also protected 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 deliberate 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 make clear that discrimination forget not be tolerated in the workplace. Employers and employees need to become familiar with what constitutes discrimination. Employees need to be in salmagundied of the employers ai m as it relates to workplace discrimination. An employer should adopt policies that address 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 together to prevent these forms of discretions, it can help curtail some of the litigiousness surrounding this issue. ReferencesAnheuser-Busch, Inc., v. Missouri Comn on humankind 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).