a. The history and evolution of Title VII and its amendments (PDA, ADA, Adea). b. The application of Title VII and amendments in the workplace. In 1943 Congress introduced the very first equal employment bill but it failed to pass both houses. Congress for the next twenty years introduced equal employment bills but they were either kicked by committee or died under the threat of Senate filibusters. The failure of these bills were no surprise given the history of discrimination in this country but what was a surprise was the success of the equal employment provisions of the Civil Rights Act of 1964. Before the assignation of President John F. Kennedy in 1963, he supported Title VII which was part of a broad program of the Civil Right legislation directed toward racial equality and after that it was promoted by President Johnson (Maduff Law, n.d.).
In the beginning the Civil Rights of 1964 was the foundation in which the vast architecture of discrimination was erected. Title VII of this act dealing with the discrimination in the workplace, imposed a broad range of prohibitions but Section 703(a) is the heart of Title VII which according to Myers, J.D. (2002) states, (1)"It shall be unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin; or (2) To limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee; because of such individual's race, color, religion, sex, or national origin.” The Equal Employment Opportunity Commission (EEOC) governs the enforcement of Title VII. First and foremost Title VII was intended to address racial...
Please join StudyMode to read the full document