I. BACKGROUND
The history of Title VII of the Civil Rights Act of 1964 (hereinafter referred to as Title VII) is very intriguing. It is connected with a southern filibuster against federal civil rights legislation in the United States. This southern filibuster ended by the U.S. Congress for the first time in June 1964, while, on July 2, President Johnson signed the Civil Rights Act of 1964 into law (Arnesen 2007, p. 251). Given this, Title VII, Equal Employment Opportunity, should be considered the most significant part of the whole Civil Rights Act of 1964, because Title VII stimulated visible rise in minority and women group employment. From the very beginning, the Civil Rights Act of 1964 ruled it unlawful for an employment agency, employer,
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130). The notion of unlawful employment practices encircles those activities which cause an adverse effect on members of a protected class. Certain practices, widely known as ‘disparate treatment’, imply treatment of some employees or candidates in a different way, such as requiring women to pass a driving test prior to applying for a job, but nor requiring men to pass the test when they apply for the same job. It is extremely important to note that practices which make a disparate impact on members of protected classes may be viewed as fair in the eyes of employers, but entail detrimental influence on members of protected classes.
To continue, another specificity of Title VII lies in the fact that Title VII established the Equal Employment Opportunity Commission (hereinafter referred to as the EEOC) with an authority to encourage equal employment opportunity, provide technical assistance, educate employers, and investigate and report on its activities to the U.S. Congress and the people of the United States. Following the precepts of Title VII, it is possible to infer that the EEOC is a law enforcement agency for Title VII and other discrimination legislation of the United
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Hence, the proposed research has an exploratory nature, because the process of exploration is usually understood as search for salient features or unique characteristics by way of studying the phenomenon at issue in order to provide new important insights (Saunders et al. 2007, p. 133). By utilizing the exploratory format of the proposed project, it will be possible to explore, detect, and scrutinize both how Race prong of Title VII protects an employee from the employer’s discriminatory behavior and how this protection can be
Erica Beckman Duran English 1A 28 October 2015 Affirmative Action In Chapter Seven of Why Are All the Black Kids Sitting Together in the Cafeteria? , Beverly Tatum discusses affirmative action, an action that guarantees equal opportunity to all individuals, regardless of any circumstances (117). Tatum remarks on the history of affirmative action, in which it was introduced to language and our legal system by executive order 11246 by President Lyndon B. Johnson (1965), and obligated federal contractors to “take affirmative action to ensure that applicants are employed, and that employees are treated during employment without regard to their race, religion, sex, or national origin” (116-117).
These types of discrimination were to be dealt with in the C. R. A. of 1964(Rhodes). It was the shortcomings of these Acts that led to the social movement that will live in the bowels of American history forever called the Civil Rights
Categories from 1966 when EEOC began collecting the data to the most recent collected information in 2013. The EEOC is an agency that continues to enforce all of our euqalities. They have done a lot over the 50 plus years that they have been effectivie and continue to do for our nation. The Act of 1964 was an ominbus bill addressing not only the discrimination in employment but also in voting, public accommondations, and education as well. Now adays all though there is still some discrimination happening it is definitly nothing like the way things were all those years ago before the
Brown v. Board of Education provided students, both of color and not of color, with an equal opportunity for education. Through this, America demonstrates its core value of equality. The Civil Rights Act of 1964 also supports America’s core value of equality, even though it faced much opposition; especially from white Southerners. The Act was made in response to Southerners refusing to comply with the Brown v. Board of Education decision. The Act dealt with “desegregating public accommodations, or services such as motels and restaurants tied to interstate commerce” in addition to “equal opportunity employment.”
Because of the past hiring of the firm, prior to 1980, they had never hired Black female associates. When the opposite happened, around the office many labeled the year, “The year of the Black woman.” (Carbado & Gulati) Once more Mary doesn’t agree with the hiring of the firm. Filing another Title VII, Mary accuses the firm of 1) race and sex compound discrimination, and 2) discrimination based on identity performance.
Title IX is a great law that help women get the same rights in education as men. Title IX has been active for over forty years and has been helping women achieve equality. Title IX is a law that stops sex discrimination and helps break down the barriers that women once had difficulty getting passed. This essay will be showing how Title IX is fair to men and women. This essay will show how Title IX is fair and show the claims on Title IX.
Title IX was signed into law in 1972 and it required equality for male and female students in each educational program and activity that received federal funding. This means that universities had to offer sports that women could participate in. The reasons Title IX came into being was a demand from Women’s Rights organizations for equal opportunities. Prior to 1972, sports, competition, and many other university programs were generally considered to be masculine and “ not ladylike.”
The Commerce clause refers to Article 1, Section 8, Clause 3 of the United States Constitution, which gives Congress the power “to regulate commerce with foregin nations, and among the several states, and with the Indian tribes”. This clause is one of the most fundamental powers delegated to congress by the founders. It has helped to seprate the powers between the federal governemtn and the states, along with the branches of governemtn and Judiciary. In simpler terms the commerce clause was to help regulate commerce among navigable waters.
Ira Katznelson is the author of When Affirmative Action Was White, a historical analysis of the history of affirmative action and racial inequality in the United States of America. Katznelson takes a definitive approach to the history of legislation and inequalities and prepares the reader initially with his title. Katznelson’s argumentative position and approach to the title of his book makes the reader question about affirmative action for white Americans, but in reality what Katznelson means by his title, When Affirmative Action Was White, is more based on the social programs and federal grant opportunities that were created and provided to Americans during the Roosevelt and Truman administration. Katznelson argument encompasses historical
In this paper, I will focus on the Civil Rights Act of 1964. I will provide the history, the important people involved in the establishment of the Civil Rights Act, the events that led to the act, and the reactions from the people, mostly Southerners, after the act was established. In the year of 1963, Blacks were experiencing high racial injustice and widespread violence was inflicted upon them. The outcry of the harsh treatments inflicted upon them caused Kennedy to propose the Civil Rights Act.
The act was aimed on banning discrimination based on gender, race, religion or national origin. Although the Civil Rights Act faced the longest filibuster in the United States senate history following a bloody civil rights struggle, it was passed into law in 1964 after the assassination of John F. Kennedy. This article will review some of the surprising facts on
Human Resource Issues Stemming from The Civil Rights Act of 1964 Turbulent times in the United States of America during the early 1960’s brought great suffrage, hard fought adoption of laws and change to the governance and administration of employees by the personnel department, the fore runner of today’s Human Resource Management (HRM) and Human Resource Development (HRD) departments. Debate over the bill that passed as the Civil Rights Act of 1964 lasted in the Senate 114 days and was considered to potentially have such risky political consequences as to loose support of the Southern states (Remnick, 2014).
The Equal Employment Opportunity Commission (EEOC) is an agency responsible for enforcing most of the EEO laws, including Title VII, the Equal Pay Act, and the Americans with Disabilities Act. EEOC focuses on areas such as eliminating barriers in recruitment and hiring; protecting immigrant, migrant, and other workers considered vulnerable; addressing emerging issues, such as accommodating workers with disabilities and preventing discrimination against gay and lesbian employees, which could take the form of sex discrimination; enforcing equal pay laws; preserving access to the legal system by targeting retaliation; and preventing harassment EEOC’s main objective is to serve individuals whom employment rights were violated. The EEOC must ensure
This is the next and more profound stage of the battle for civil rights. We seek not just freedom but opportunity––not legal equity but human ability––not just equality as a right and a theory, but equality as a fact and as a result” (Garrison-Wade & Lewis, 2003). That same year, President Johnson signed an executive order mandating government contractors “take affirmative action” in
Preventing Discrimination Organizations contribute large amounts of time and effort to ensure equal employment opportunity since discrimination is harmful to performance and punishable by law in most environments. Although the many policies preventing discrimination are effective in providing equal opportunities for groups who have faced discrimination in the past (protected class), these protections may actually cause reverse discrimination (Gomez-Mejia, Balkin & Cardy, 2016). Since certain policies, such as affirmative action, attempt to hire or select members of the protected class, these selection criteria create a distinction between individuals. Thus, leading to discrimination of the non-protected class.