Equal Opportunity Employment

I. INTRODUCTION

This paper containes information about equal employment rights against discrimination. Today; in every work place, employers are required to post employee rights that are accessible to all employees protected by Equal Employment Opportunity Commission (EEOC). These rights emerged from the conflicts of the 1960s that caused the Civil Rights Act (CRA) of 1964 to exist; followed by multiple intricacies of Title VII within the CRA of 1964. According to this act, unequal application of voter registration requirements and racial segregation in schools or work places are banned as well as prohibiting discrimination in public facilities, in government, and in employment. This act also has some specifics such as Disparate Treatment, which prohibits employers from treating applicants and employees unequally due to their membership of a protected class; Disparate Impact, which holds that employment practices may be considered discriminatory and illegal if they have disproportionate "adverse impact" on members of a minority group; and the evidence necessary in order to prove discrimination. Among the basic categories of evidence in disparate treatment cases are direct evidence, circumstantial or indirect evidence, and statistical evidence. These disparate cases can also be identified as individual disparate treatment, mixed motives cases, and systematic disparate treatment. According to the CRA of 1964, intentional discrimination will bring punitive and compensatory damages to the ones that violate the CRA, that is, organizations are prevented from hiring individuals basing on their ‘race, color, religion, sex or national origin’. However, there is a law that allows legally open discrimination against an applicant. The hiring manager is required to prove that they are looking for an applicant that fits in bona fide occupational qualification (BFOQ). According to the Fair Employment Practices Guidelines, terms or phrases in a job posting such as; age 25-30 or...