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HRM620 – Strategic HR

Dr Sara Willox

November 7, 2021

Abstract

The Civil Rights Act of 1964 was passed into law by President Lyndon B. Johnson to end segregation practices against blacks that were prevalent since the implementation of Jim Crows laws. The Act provides that no individual should face discrimination based on sex, race, or gender when accessing public services. Title VII of the Civil Rights Act of 1964 prohibits employers from engaging in discriminatory practices against employees because of the employee’s gender, race, or sexuality. Noncompliance to the employee rights outlined in Title VII makes the employer liable for punitive and compensatory damages based on the number of employees. Title vii also applies to labor unions, employment agencies, and training programs, requiring them to refrain from engaging in discriminatory and segregation practices that could affect the individual’s employment status or bar them from specific employment opportunities. The implementation of Title VII has resulted in equal employment opportunities for persons of every race, gender, and religion. Even though there are still cases of age, gender, religion, and race discrimination at the workplace, employers and organizations have made progress in reducing discriminatory practices and embracing diversity in the workplace, which has resulted in increased diversity and productivity.

Keywords; The Civil Rights Act of 1964, Title VII, workplace discrimination, Equal Employment Opportunity Commission

Civil Rights Acts of 1964

Introduction

The Civil Rights Act of 1964 was signed into law by President Lyndon B. Johnson in 1964 to end segregation based on race, ethnicity, and religion in all public places such as churches, restaurants, hotels, theatres, and parks (Jennifer, 2015). It came when the black’s faced oppression since the inception of Jim Crow laws that promoted segregation. Title VII of the Civil Rights Act ended discrimination based on employers and labour unions based on race, gender, and religion. Title VII also implemented the Equal Employment Opportunity Commission to advocate for employees who have faced discrimination at the workplace. It prohibits employers from; failing to hire an individual or depriving him of some employment privileges and fair compensation due to his gender, race, or religion. (Timothy et al., 2019). Also, it prohibits employers from segregating their employees in a way that would inhibit them from getting a given position or affect their employment status due to the individual’s race, gender, or religion. Title VII prohibits labour unions from denying an individual membership because of their race, religion, or gender or segregating its membership and causing an employer to engage in discriminatory practices against such individuals.

Consequences of violating Civil Rights Act of 1964 (Title VII)

Following are the consequences of failing to adhere to the Title VII of the Civil Rights Act of 1964.

· An employer who intentionally violates Title VII will be subjected to a jury trial and be liable for compensatory and punitive damages depending on the number of employees; an employer with 15-100 workers pays a maximum of $50,000,101-200 employees is subjected to a maximum of $100,000, while an employer with over 500 workers will pay an amount not exceeding $300,000(U.S.E.O.C, n.d).

· An employer found guilty of engaging in sex discrimination will pay the aggrieved employee back pay to cater for the losses that accrued to the employee due to the discriminatory act.

· An employment agency that violated the Title VII of the Civil Rights Act of 1964 gets locked out of federal funding.

· Employers who violate title vii will be liable for the attorney’s fees, court expenses, and other expenses and damages as prescribed in the Act (U.S.E.O.C,n,d).

The impact of Title VII of the Civil Rights Act on employees and organizations

Employees

Title VII has changed the face of the workplace and how employees are treated in their workplaces today. Employees can now pursue their interests and receive fair compensation without facing any discrimination based on gender, race, or religion. Also, employees are hired and promoted based on their academic qualifications and work experiences, increasing their motivation, and becoming experts in their relevant fields. Employers seized ton view employees through the lenses of sex, religion, or gender and, instead, for what they are and their capabilities at the workplace. This different perception has enabled more Americans to be absorbed by organizations, especially women, reducing the unemployment level, especially among Hispanics and Black Americans.

Organizations

The implementation of Title VII of the Civil Rights Act of 1964 has seen employers embrace the role of diversity in the workplace. Employing people from different races and ethnic backgrounds increases creativity, productivity, and employee engagement, increasing profits and employee retention (Robert & Christopher, 2016).

References

Bringle, J. (2015). The Civil Rights Act of 1964

Glynn, T. P., Sullivan, C. A., & Arnow-Richman, R. (2019). Employment law: Private ordering and its limitations

Lussier, R. N., & Achua, C. F. (2016). Leadership: Theory, application & skill development.U.S. Equal Employment Opportunity Commission. (n.d.). Title VII of the Civil Rights Act of 1964 .

U.S. Equal Employment Opportunity Commission. Retrieved November 4, 2021, from https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964.

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