Title Vii Paper

Title VII Paper

From the origin of Title VII and its amendments, a diverse amount of individuals continue to benefit from the U.S. Equal Employment Opportunity Commission (EEOC) enforcing federal laws that prohibit employment discrimination. Some of these individuals may work for state governments, local governments, labor organizations, private and public employment agencies, and educational institutions. “Title VII prohibits not only intentional discrimination, but also practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex” (EEOC, 2009, p. 1). This paper will help the reader understand Title VII history and evolution, policies in place to avoid Title VII violations, and Title VII coverage. The reader can observe factors pertaining to disparate impact and disparate treatment discrimination, application of Title VII in the workplace, and sexual harassment in the workplace.

Title VII History and Evolution

Title VII of the Civil Rights Act of 1964 covers several issues involving employee’s and prohibits workplace discrimination based on color, race, religion, sex, and national origin (EEOC, n.d.). Retaliation against a person who complained about discrimination, filed a charge of discrimination, or participated in a discrimination lawsuit or investigation, is illegal, and enforced by this law (EEOC, n,d). Title VII prohibits discrimination against an individual for associating with another individual of a particular color, race, religion, sex, or national origin as well as prohibiting an employer from discriminating against a person with an interracial association or marriage to another person.

The end of slavery forced people to form relationships with others. Racial discrimination and turmoil in the South led to the enactment of Title VII. In efforts to eliminate discrimination and ensure protection of all individual, several amendments to Title VII occurred since origination. In...