Explain The Title Vii Of The Civil Rights Act Of 1964

I support the idea that women should not be forced to wear any foreign substance on their face. Research even suggests some makeup can be toxic, cause pregnancy problems and even cancer. States like California have a strict rule that demand companies to report cosmetics products sold within the state that contain ingredients known or suspected to cause cancer, birth defects, or other reproductive harm. The court decision would probably be different if the claim alleges that Harrah’s grooming policy would cause health hazards specific to women employees.

Title VII of the Civil Rights Act of 1964 provides protection’s for woman who are pregnant. A woman cannot be fired because she is temporarily unable to perform her job duties due to pregnancy. A public school will have to treat this teacher as if she were temporarily disabled. The Family and Medical Leave Act states that the school can require the teacher to take unpaid leave. The school also has the legal obligation to give this teachers job upon her return. This however is minimum requirement by law. School districts or individual contracts may have additional benefits allowed to woman in this situation. The Civil Rights Act and The Family Medical Leave Act are the “floor”. These Federal Statutes apply to what they say they apply too. So

Title VI of the Civil Rights Act of 1964 is a Federal law protecting people in programs or activities that receive Federal financial assistance from being discriminated against due to their race, national origin, or color (United States Department of Health and Human Services (HHS), Office for Civil Rights, 2015). In this discussion, I will review how, in my opinion, this law has contributed to improving culturally competent care.

I will be discussing the Title VII of the Civil Rights Act of 1964 and why is should be retained. On the American Association of University Women (AAUW) website (http://www.aauw.org/what-we-do/legal-resources/know-your-rights-at-work/title-vii/), it states that the act is a federal law that prohibits employers from discriminating against employees based on their sex, race, color, national origin, and religion. This act ordinarily applies to employers who have 15 or more members, including the federal, state, and local governments. It also applies to the private and public colleges and universities, employment agencies, and labor organizations. Despite Title VII being passed over more than 50 years ago, discrimination against employees in the

Title VII of The Civil Rights Act of 1964, is the law that prohibits discrimination in hiring, firing, training, promotion, discipline, or other work place decisions of a person based on an employee’s race gender, color, religion, national origin. This is a law that protects certain class of people of being discriminated, because they are protected with the law. It protects the civil rights of people that did not have it before. Title VII gets many complaints or cases so they have a system. The law requires the case to go through the EEOC. The EEOC decides if it will take the case. Brokering will settlement brings more notice to a case. (Bennet- Alexander and Hartman)

All United States citizens have rights. We have the five functions of the government: to form a more perfect union, to establish justice, to insure domestic tranquility, to provide for the common defense, to promote the general welfare. As independent individuals in America, we are supposed to abide by these laws. We endure these laws. However, we are also taught to stand up for what we believe in. The 1st amendment confirms that there will be no tolerance for discrimination towards others’ religious beliefs. It states:

Congress enacted Title VII of the Civil Rights Act to ensure that all people who are seeking employment will not be discriminated against regardless of their race, national origin, color sex, or religious beliefs. In the four given examples of casting calls, it would seem that disparate treatment discrimination was blatant in the both the wording and premise of the casting notices. Since it seems to be common practice for agencies to create casting notices that openly call for certain races or colors of people, it would seem that any person who wasn’t hired for a certain part could file action with The Equal Employment Opportunity Commission (EEOC) and have their case investigated, or be given a “right to sue” order that could possibly change the employment practices of the entertainment industry.

Title II of the Civil Rights Act of 1964 made it unlawful for an employer to fail or refuse to hire or even discharge anyone or discriminate anyone based off of wages, terms, and etc. because of race, color, religion, sex or national origin. Women in the workforce were the greatest impact in the 20th century. By this happening it allowed for everyone to compete on a fair scale for jobs and etc. In the 21st century individuals with disabilities would be a great impact on the workforce. Research has shown that people with disabilities are able to perform well as long as you are able to make accommodations so they are able to perform their jobs. In both cases having everyone able to participate allows new improve ideas to come to light.

When we talk about caste system, one must talk about the southern and border states of the United States during the 1877 to mid-1960. These states primarily operated and upheld what is called Jim Crow laws. Under Jim Crow laws it legalized anti-black racism; it was a way of life for black citizens to live under a series of rigid anti-black laws. It was a system which was supported by beliefs that white citizens were superior to black citizens to include intelligence, morality and civilized behavior. Jim Crows laws suggested by mixing of the races would produce mongrel race that would destroy America, treating blacks equal would encourage interracial sexual relations and violence was the means to keep blacks at the bottom of the race hierarchy

Dunlop sued Tennessee Valley Authority (TVA) under the Title VII of the Civil Right Act of 1964, and both under the Disparate Treatment and Disparate Impact. Dunlap feels that he has been discriminated during the interview process. The district court concluded that TVAs subjective hiring process permitted racial bias against the plaintiff and other black job applicants. Tennessee Valley Authorities was found guilty of discrimination against the plaintiff.

From the burning of the witches to the burning of the jews, different perceptions, cultures and beliefs have always interfered with living harmoniously. Although the world is made up of many shapes and sizes, diversity has always been a hard concept for mankind to accept. During the Renaissance period when Europeans began encountering people of a darker pigmentation and forming biases to the United States exercising judgement on slavery versus freedom, is it just human nature to gravitate towards similarity and be threatened by disparity? Are we hard-wired to be with others that simply mirror ourselves?

A law in relation to Public Health can be defined as, “any statute, rule or local ordinance that has the purpose of promoting or protecting the public health and that establishes the authority of the Department of Human Services, the Public Health Director, the Public Health Officer, a local public health authority or local public health administrator to enforce the statute, rule or local ordinance” (Public Health Law). An example of a law in the case study in chapter 1 would be The Civil Rights Act of 1964. The Civil Rights Act of 1964 states, “ no personal shall discriminate based on race, color, religion, sex, or national origin, be excluded from participation in, be benefits of, or be subjected to discrimination under any program

President Lyndon B. Johnson and President John F. Kennedy made many notable advances to outlaw discrimination in America. They fought against discrimination on race, color, religion, and national origin. Although the 13th, 14th, and 15th amendments outlawed slavery, provided for equal protection under the law, guaranteed citizenship, and protected the right to vote, individual states continued to allow unfair treatment of minorities and passed Jim Crow laws allowing segregation of public facilities. America would not be the country it is today without their effort to make this country better and of course without the help of the Civil Rights Act of 1964.

The Civil Rights Act of 1964 was known as an end to racial segregation. It was brought about by a number of things including the effects of major events mostly involving riots. State and federal legislation needed it to be passed along with many social movements that influenced its decision. It is no question that it heavily changed America for the better by turning us into a melting pot and making us see that everyone should be treated as equals. It is important to remember that this act was not only beneficial to the time in which it was enacted, but it has affected our future by sustaining society. Today we continue to fight to outlaw discrimination within our nation, and thanks to the passing of this act we are able to be strong and help support the removal of unequal protection for all citizens. The general public has always deserved to be treated with the same rights that every White American is given. This act needed to be passed in order to see the harm we were causing by segregating people. America has grown so much since the act was established, and with it by our sides everyone can be able to have the rights they all truly deserve. Without this act in effect, the impacts on our country would be dire. We needed this act in order to flourish as one nation and continue to build movements against any discrimination.

"Title VII of the Civil Rights Act of 1964 is the single most important piece of legislation that has helped to shape and define employment law rights in this country (Bennett-Alexander & Hartman, 2001)". Title VII prohibits discrimination on the basis of race, color, age, gender, disability, religion and national origin. However, it was racial discrimination that was the moving force of the law that created a whirlwind of a variety of discriminations to be amended into Title VII. Title VII was a striving section of legislation, an effort which had never been tried which made the passage of the law an extremely uneasy task. This paper will discuss the evolution of Title VII as well as the impact Title VII has had in the workforce.