University of Phoenix
July 27, 2010
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 explain various components of the Title VII law. The elements described in the paper will include the history and evolution of its amendments, the application of the law and its amendments in the workplace, who the law does and does not cover, disparate impact discrimination and disparate treatment discrimination implications, company policies that must be implemented to avoid discrimination in the workplace, and how Title VII defines sexual harassment along with what employers’ responsibilities are for addressing employees’ sexual harassment complaints in the workplace. History and Evolution
Within Title VII there are a lot of issues under employee’s rights regarding the Civil Rights Act of 1964, even though other titles were created under this Act. The formation of the legal steps for nondiscrimination in voting, education, public accommodation and federally assisted programs came from the Civil Rights Acts of 1964 (Alexander, Bennett, & Hartman, 2007, p. 70). Towards the end of slavery the individuals that had no social or legal relationship with everyone else in the world were forced to bond. Later came the structuring of Jim Crow laws. These laws were developed because of this separation. During this time, the...