Waldorf University Title VII of the Civil Rights Act of 1964 Memo should be minimum 750 words (not including titles, headers and references)FILLER TEXT us
Waldorf University Title VII of the Civil Rights Act of 1964 Memo should be minimum 750 words (not including titles, headers and references)FILLER TEXT
use the information in the attached document as well as online sources – cite in text and add references!
NO plagiarism allowed!
DO NOT BID IF YOU CAN’T DO IT IN 6 HOURS! FILLER TEXT
Memo Outline
Introduction
[Write about the law you think in your opinion is the most important or significant law you have learned about this semester. Briefly state the reasons you think this law is significant.]
Background
[Describe the background of the law, what societal conditions or factors may have motivated the creation of the law. What problem in employment, if any, was the law trying to address? Be sure to discuss what the law does, what agency enforces it, and if an individual can privately enforce the law by a lawsuit. Describe any penalties that may apply for violations of the law.]
Discussion
[In this section, discuss how well you think the law has functioned in employment and why you think that is important. Some other topics you may want to discuss are: Has the law achieved its goals or failed to make a difference? In what ways could the law be improved? Do companies and employees equally benefit from the law, and if so, how? Provide any other thoughts or insights you may have.]
Conclusion
[The Conclusion is a summary that brings all the parts of the memo together in a few sentences. For example, a Conclusion on a memo about the FLSA might state: “The FLSA is one of the most significant laws that were enacted during the Great Depression. It established a national uniform minimum wage, overtime rules, and abolished child labor. No other law has ever done so much for so many people.”]
FILLER TEXT
WHAT SHOULD YOU WRITE ABOUT?FILLER TEXT
I choose topic 1 – Title VII of the Civil Rights Act of 1964
FILLER TEXT
1 Title VII of the Civil Rights Act of 1964
Title VII is the section of the Civil Rights Act of 1964 that prohibits workplace discrimination based on race, color, religion, sex, or national origin.
FILLER TEXT
Instructions for Graded Writing Assignment
In this class, we have been studying many different federal and state employment laws that cover a variety of aspects of employment. For this assignment, you are asked to write a memo about one of the laws we have reviewed that you think is the most significant law. In your memo you are expected to provide background on the law, to describe what it does, how it is enforced, and why it is an important law in your opinion. Back up your opinion with solid reasoning.
For this assignment, your memo should be at least 750 words long, but may be longer. The font size should be 12-point and double-spaced. The assignment is due back to me by December 5, 2019. The memo will be graded and count for 30% of your grade. A Memo Outline is also provided for your reference and guidance in writing your memo. If you have any questions, please reach out to by email, phone, or during class. Title VII of the Civil Rights Act of 1964 Quick Guide
What is it?
Title VII is the section of the Civil Rights Act of 1964 that prohibits workplace discrimination
based on race, color, religion, sex, or national origin.
Who is covered?
Employers with 15 or more employees
Federal, state, and local governments
Employment agencies
Unions
All employees of covered employers, including employees not authorized to work in the U.S.
Examples of discriminatory actions
•
•
•
•
•
Termination of employment or failure to hire based on race, sex (including pregnancy),
national origin, color or religion (also known as “disparate treatment”)
Discrimination with respect to any term or condition of employment
Retaliation for engaging in protected activity
Harassment
Disparate impact against a protected class
Examples of” terms or conditions” of employment
•
•
•
Promotions, demotions, transfers, shift assignments
Wages
Employment benefits
Types of harassment prohibited
•
•
Quid pro quo: conditions of employment are, or appear to be, dependent on complying
with sexual demands by the victim’s supervisor.
Hostile work environment: conduct in a work environment that is either severe or
pervasive and that a reasonable person would find intimidating, offensive or hostile to an
employee in a protected category.
What is disparate impact?
A policy or action that appears to be neutral but nevertheless adversely affects disproportionately
a protected class.
Title VII of the Civil Rights Act of 1964 Quick Guide
What is it?
Title VII is the section of the Civil Rights Act of 1964 that prohibits workplace discrimination
based on race, color, religion, sex, or national origin.
Who is covered?
Employers with 15 or more employees
Federal, state, and local governments
Employment agencies
Unions
All employees of covered employers, including employees not authorized to work in the U.S.
Examples of discriminatory actions
•
•
•
•
•
Termination of employment or failure to hire based on race, sex (including pregnancy),
national origin, color or religion (also known as “disparate treatment”)
Discrimination with respect to any term or condition of employment
Retaliation for engaging in protected activity
Harassment
Disparate impact against a protected class
Examples of” terms or conditions” of employment
•
•
•
Promotions, demotions, transfers, shift assignments
Wages
Employment benefits
Types of harassment prohibited
•
•
Quid pro quo: conditions of employment are, or appear to be, dependent on complying
with sexual demands by the victim’s supervisor.
Hostile work environment: conduct in a work environment that is either severe or
pervasive and that a reasonable person would find intimidating, offensive or hostile to an
employee in a protected category.
What is disparate impact?
A policy or action that appears to be neutral but nevertheless adversely affects disproportionately
a protected class.
What is a “bonafide occupational qualification” (BFOQ)?
A BFOQ is an exception to Title VII’s general prohibition of discrimination which allows
employers to discriminate (except on the basis of race) when a job entails a specific function that
all or substantially all of a protected class cannot perform. Examples of a BFOQ may be a
religion that wishes to hire only members of that religion for a clergy position; an airline which
hires only pilots of a certain religious background because one of the areas of a country that the
airline flew to prohibited the presence of people outside this religion under the penalty of death;
male clothing designers hiring only male models; restroom attendants.
How is Title VII enforced?
The Equal Employment Opportunity Commission (EEOC) enforces Title VII. Claims of
discrimination in violation of Title VII are made through the EEOC. If a claim of discrimination
cannot be resolved by through the EEOC, the agency issues the individual a right-to-sue letter.
Thereafter, the individual must file a lawsuit within 90 days after receiving the right-to-sue letter.
Potential liabilities
•
•
•
•
•
Back and/or front pay
Compensatory damages
Reinstatement
Punitive damages
Attorneys’fees
Preventative measures
•Anti-discrimination/harassment policies, including strong anti-retaliation
•Consistent application of employment policies to all employees and applicants.
•Provide annual harassment training
•Document all disciplinary actions
•Periodic perfonnance reviews, feedback
•
•
Treat all complaints of discrimination and harassment seriously
Be aware some state anti-discrimination laws provide greater protection
•Take prompt remedial action if discrimination or harassment is proven
•Provide provable reasons for an adverse employment action at the time
State law notes
Nevada law against discrimination includes protected categories not explicit in Title VII, such as
sexual orientation, gender identity or expression, domestic violence victims. The state agency is
the Nevada Equal Rights Commission (NERC). NERC coordinates and works closely with the
EEOC.
few seconds ago
Civil Rights Act of 1866 – Section 1981
A federal law prohibiting discrimination based on race, color, and ethnicity when making and
enforcing contracts. Section 1981 specifically grants all individuals within the US jurisdiction the
same rights and benefits as “enjoyed by white citizens” regarding contractual relationships. It
applies in the employment context and independent contractors. Section 1981 applies to all
private employers and labor organizations but does not apply to discrimination by federal, state
or local governments as employers. It does not require an individual to file a claim with an
agency. There is no damages cap and the statute of limitations is four years.
Purchase answer to see full
attachment
