Civil Rights Act Of 1964: Discrimination In The Workplace
Discrimination
The Civil Rights Act of 1964 includes major features that deal with
discrimination in multiple settings, however Title VII covers discrimination
in the workplace. Title VII of the 1964 Civil Rights Act bars discrimination
on the part of employers, including all public or private employers of 15 or
more persons (Dessler p. 30). Employers are barred to refuse employment
to certain protected individuals on the basis of their race, color, religion,
sex, or national origin. There have been several other bills that have come
into federal law that also deal with discrimination that will also be discussed
in detail as well. The Equal Employment Opportunity Commission (EEOC)
investigates complaints …show more content…
"National origin discrimination means
treating someone less favorably because he or she comes from a particular
place, because of his or her ethnicity or accent, or because it is believed that he
or she has a particular ethnic background. National origin discrimination also
means treating someone less favorably at work because of marriage or other
association with someone of a particular nationality" (EEOC National Origin).
Foreign nationals are also covered under this act regardless of citizenship when
working under proper authorization in the United States. Employers must take
an active role to ensure that individuals are not discriminated against and that
no person in the workplace violates this act. In 2006, the EEOC awarded $21.2
million in monetary benefits to victims who have pursued justice through
litigation.
Many cases exist proving that victims can become winners in a court
of law after settling with employers for national origin discrimination cases.
One example is from California where a man was discriminated against …show more content…
The Vietnam Era's Veterans Readjustment Assistance Act of 1974,
"requires that employers with Federal contracts or subcontracts of $25,000
or more provide equal opportunity and affirmative action for Vietnam era
veterans, special disabled veterans, and veterans who served on active duty
during a war or in a campaign or expedition for which a campaign badge has
been authorized" (VEVRAA). Applicants and employees must be invited to
self-identify in order to obtain the Act's benefits. Employers are required to
maintain written affirmative action programs. The Secretary of Labor is
responsible for the handling and investigation of complaints received by
Vietnam Veterans.
The Pregnancy Discrimination Act of 1978 is an amendment to Title
VII of the Civil Rights Act of 1964 and a huge victory for all women in the
United States. Employers can not discriminate in the hiring, firing, or
promotion due to the pregnancy of a woman. "Employers must hold open a
job for a pregnancy related absence the same length of time jobs are
The Civil Rights Act of 1964 includes major features that deal with
discrimination in multiple settings, however Title VII covers discrimination
in the workplace. Title VII of the 1964 Civil Rights Act bars discrimination
on the part of employers, including all public or private employers of 15 or
more persons (Dessler p. 30). Employers are barred to refuse employment
to certain protected individuals on the basis of their race, color, religion,
sex, or national origin. There have been several other bills that have come
into federal law that also deal with discrimination that will also be discussed
in detail as well. The Equal Employment Opportunity Commission (EEOC)
investigates complaints …show more content…
"National origin discrimination means
treating someone less favorably because he or she comes from a particular
place, because of his or her ethnicity or accent, or because it is believed that he
or she has a particular ethnic background. National origin discrimination also
means treating someone less favorably at work because of marriage or other
association with someone of a particular nationality" (EEOC National Origin).
Foreign nationals are also covered under this act regardless of citizenship when
working under proper authorization in the United States. Employers must take
an active role to ensure that individuals are not discriminated against and that
no person in the workplace violates this act. In 2006, the EEOC awarded $21.2
million in monetary benefits to victims who have pursued justice through
litigation.
Many cases exist proving that victims can become winners in a court
of law after settling with employers for national origin discrimination cases.
One example is from California where a man was discriminated against …show more content…
The Vietnam Era's Veterans Readjustment Assistance Act of 1974,
"requires that employers with Federal contracts or subcontracts of $25,000
or more provide equal opportunity and affirmative action for Vietnam era
veterans, special disabled veterans, and veterans who served on active duty
during a war or in a campaign or expedition for which a campaign badge has
been authorized" (VEVRAA). Applicants and employees must be invited to
self-identify in order to obtain the Act's benefits. Employers are required to
maintain written affirmative action programs. The Secretary of Labor is
responsible for the handling and investigation of complaints received by
Vietnam Veterans.
The Pregnancy Discrimination Act of 1978 is an amendment to Title
VII of the Civil Rights Act of 1964 and a huge victory for all women in the
United States. Employers can not discriminate in the hiring, firing, or
promotion due to the pregnancy of a woman. "Employers must hold open a
job for a pregnancy related absence the same length of time jobs are