Discrimination in the workplace has been a problem, most likely, since man started forming tribes and working together. Discrimination will never be extinguished from men and women but laws and regulations can hold them accountable for acting on those discriminations. Unfortunately, it has only been in the last sixty years that the government has started getting involved in workplace discrimination. There were efforts in the United State's congress, in the forties, to stop discrimination but most died in committee and none were passed into law. This paper will cover the history of Title VII, the impact of Title VII in the workplace, who is covered and not covered under Title VII and its amendments, and policies that companies should have in place to avoid violations. Until 1957 there were no laws enacted that pertained to discrimination. Even then, the Civil Rights Act of 1957 and the Civil Rights Act of 1960 only gave minor recognition and protection to minorities. The early laws only protected minorities who worked for the government or businesses who worked for the government. This changed when John F. Kennedy became president. On June 19, 1963 President John F. Kennedy spoke to the 88th congress and presented a message that stated: Finally I renew my support of pending Federal fair employment practices legislation, applicable to both employers and unions. Approximately two-thirds of the Nation's labor force is already covered by Federal, State, and local equal employment opportunity measures including those in the 22 states and numerous cities which have enacted such laws as well as those paid directly or indirectly by Federal funds. But, as the Secretary of Labor testified in January 1962, Federal legislation is desirable, for it would help set a standard for all the Nation and close existing gaps (Kennedy, 1963, as stated in Vaas, 1966). Kennedy's speech led congress to begin drafting numerous Civil Rights laws from segregation in education to...
Please join StudyMode to read the full document