Title III Research Paper
Title VII
University of Phoenix
MGT/434
July 27, 2010
Kelly File
Title VII Most working agencies that use the employment of people to do work for them are usually considered as employers by the court system. All organizations that fall under the “employer” guidelines must comply with the regulations that protect the employees’ who work in their establishments. Title VII of the Civil Rights Act of 1964 is one of the many laws applicable to organizations that employ United States citizens, with a few exceptions to this particular law. “Title VII exempts from its regulation government-owned corporations, Indian tribes, and bona fide private membership clubs” (Alexander, Bennett, & Hartman, 2007, p.11). This paper will …show more content…
The purpose of well-intentioned employers had to evaluate their hiring practices to ensure that equal employment opportunities were offered fairly to all qualified applicants, and that current employees were treated fairly in regard to fair pay, advancements, and etc. Title VII mandates organizations to demonstrate provisions for positive accommodations essential to stay in compliance with the regulations of this law. For example, because Title VII precludes religious discrimination, employees may ask their employers for "reasonable accommodation," which is essentially a change in company rules or policy that would allow the employee to practice his or her faith. An example would be a Muslim employee asking to have Friday afternoons off to attend mosque meetings. However, the employee is entitled to ask, but the employer is not required to grant adjustment that would cause undue hardship on the business, meaning that the accommodation is too costly or complicated to …show more content…
Even though these particular policies are put in place discrimination still exists in a number of organizations throughout the United States. There are many types of discrimination that take place. The types of discrimination prohibited in Title VII are based on individual 's race, color, religion, sex or national origin. Title VII is also used in cases of sexual harassment, disparate impact, and disparate treatment. All of the company policies and practices mandated by Title VII derive from the many amendments contrived from Title VII. By law, all organizations and business must adhere to the implementation of policies and business practices that protect the right of U.S. citizens. Each organization may have different policies that they must ensure is an integral part of their company procedures. “For example, amendments to Title VII are discrimination against age and disability. The Age Discrimination in Employment Act (ADEA) applies to employers of 20 or more employees, the Americans with Disabilities Act (ADA) intentions are to make society more accessible to people with disabilities (Alexander, Bennett, & Hartman, 2007,
University of Phoenix
MGT/434
July 27, 2010
Kelly File
Title VII Most working agencies that use the employment of people to do work for them are usually considered as employers by the court system. All organizations that fall under the “employer” guidelines must comply with the regulations that protect the employees’ who work in their establishments. Title VII of the Civil Rights Act of 1964 is one of the many laws applicable to organizations that employ United States citizens, with a few exceptions to this particular law. “Title VII exempts from its regulation government-owned corporations, Indian tribes, and bona fide private membership clubs” (Alexander, Bennett, & Hartman, 2007, p.11). This paper will …show more content…
The purpose of well-intentioned employers had to evaluate their hiring practices to ensure that equal employment opportunities were offered fairly to all qualified applicants, and that current employees were treated fairly in regard to fair pay, advancements, and etc. Title VII mandates organizations to demonstrate provisions for positive accommodations essential to stay in compliance with the regulations of this law. For example, because Title VII precludes religious discrimination, employees may ask their employers for "reasonable accommodation," which is essentially a change in company rules or policy that would allow the employee to practice his or her faith. An example would be a Muslim employee asking to have Friday afternoons off to attend mosque meetings. However, the employee is entitled to ask, but the employer is not required to grant adjustment that would cause undue hardship on the business, meaning that the accommodation is too costly or complicated to …show more content…
Even though these particular policies are put in place discrimination still exists in a number of organizations throughout the United States. There are many types of discrimination that take place. The types of discrimination prohibited in Title VII are based on individual 's race, color, religion, sex or national origin. Title VII is also used in cases of sexual harassment, disparate impact, and disparate treatment. All of the company policies and practices mandated by Title VII derive from the many amendments contrived from Title VII. By law, all organizations and business must adhere to the implementation of policies and business practices that protect the right of U.S. citizens. Each organization may have different policies that they must ensure is an integral part of their company procedures. “For example, amendments to Title VII are discrimination against age and disability. The Age Discrimination in Employment Act (ADEA) applies to employers of 20 or more employees, the Americans with Disabilities Act (ADA) intentions are to make society more accessible to people with disabilities (Alexander, Bennett, & Hartman, 2007,