Title VII And Discrimination

801 Words2 Pages

Abstract
Title VII makes it illegal to unfairly treat someone on the basis of race, color, national origin, sex or religion. The Act also makes it illegal to get revenge against a person because the person complained about unfair treatment, filed a charge of discrimination, or participated in an employment discrimination act of asking questions and trying to find the evidence. Title VII prohibits not only on purpose unfair treatment, but also practices that have the effect of unfairly treating people because of their race, color, national origin, religion, or sex. In this paper, not only will I discuss what Title VII is, but I will also explain the history behind the passage of the Civil Rights Bill that lead to Title VII.

Introduction …show more content…

However, his follower President Johnson carried Kennedy's wish forward through aggressive persuasion of Congress to pass the bill. At its core, the bill was designed to allow mainly African Americans to work and live together in the American society. Today, the Civil Rights Act of 1964 has broad importance for all racial minorities, religious organizations, and women. The bill has a definite amount of provisions, but the most important for businesses is known widely as "Title VII." (Lau & Johnson) Before the passing of the Civil Rights Act of 1964, it was actually legal for a job applicant to be rejected for a job due to their race, sex, religion or national origin. It was legal to be turned down for a job, promotion, or anything in that nature, due to discriminatory reasons. Title VII is a federal law, but it does not give victims of discrimination the immediate right to file a federal lawsuit. Instead, Title VII created a federal government unit, the Equal Employment Opportunity Commission (EEOC) to enforce the right to vote, to free speech,and to fair and equal treatment at work. The EEOC publishes guidelines and understandings for the people and facilities that are not part of the government to help businesses in deciding what employment practices are lawful or illegal. The EEOC also asks lots of questions about complaints filed by workers who believe they are victims of illegal discrimination. If the EEOC believes that illegal treatment has happened, they can file charges against the employer. Even if the employee has signed a legal hearing clause with the employer agreeing to send employment arguments to legal hearing, the Supreme Court has ruled that the legal hearing clause does not extend to the

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