Title Vii

Jean Saint Croix

Class: HRM 306

Prof: Dr. James R. King

Final Project

Title VII

The history and evolution of Title VII and its amendments (PDA, ADA, ADEA).

Title VII is one section of the Civil Rights Act of 1964 that prohibits employers from discriminating on the basis of race, sex, color, religion, or national origin. However, for each of these discriminations, cases are tried on an individual bases. Since then, however, Title VII has evolved and been amended to include other populations of people to be protected from discrimination under Title VII (e.g., PDA, ADA and ADEA). It is up to the employer to uphold Title VII regulations and amendments that are enforced by the Equal Employment Opportunity Commission (EEOC).

Title VII of the Civil Rights Act of 1964 originally prohibits discrimination based on race, color, religion, sex or national origin. In other words, it is unlawful to discriminate against any individual in regard to work related action, including recruiting, hiring and promotion, transfer, work assignments, performance measurements, the work environment, job training, discipline and discharge, wages and benefits, or any other term, condition, or privilege of employment on the basis of race, color, religion, sex or national origin. Language is also regulated by EEOC, such as racial slurs, sexual slurs or connotations, crude language, etc. e.g., hostile work environment. Likewise, religious discrimination is regulated through EEOC regulations that require an employer to reasonably accommodate the religious belief of an employee or prospective employee, unless doing so would impose an undue hardship. <http://www.eeoc.gov/types/race.html>

Since its inscription in 1964, however, there have been several amendments to Title VII to protect other populations (e.g. employees 40 years of age or older, people with disabilities, and women who are pregnant). For example, the Age Discrimination in Employment Act of 1967 (ADEA) protects individuals...