Introduction to Title VII of the Civil Rights Act of 1964
Title VII of the Civil Rights Act of 1964 is a federal law that protects individuals against discrimination in public and private entities. The law prohibits employers from practicing discriminative management practices against employees (Gold, 2018). This legislation is critical for enhancing cohesiveness in the workplace despite socio-backgrounds among workers. Practically, supervisors are prohibited from recruiting applicants based on country of origin guided by unproven beliefs on cultural attributes.
History of the Civil Rights Act of 1964
This law was preceded by a social fight involving African-Americans in public institutions. The former U.S. President Lyndon Johnson urged all individuals in both northern and southern states to embrace anti-discriminative values in restaurants, schools, hospitals, and public transportation (Gold, 2018). He was committed to ending injustices caused against racial minorities in the U.S. It is during civil rights’ social movements that the fight gained momentum until 1964.
Targeted Compliance Audience of the Civil Rights Act – Employers in Public and Private Sectors
The law targets specific individuals and entities in both private and public entities. For instance, executive directors and senior managers are prohibited from engaging in practices segregating against employees from racial minorities (Hill, 2021). Similarly, human resource managers and departmental heads are discouraged from targeting specific workers negatively based on religious background or sexual identity. Most fundamentally, Title VII allows victims to report cases through simplified legal procedures.
Targeted Compliance Audience of the Civil Rights Act – Federal Government
Title VII also targets federal government agencies mandated with public service provision. They include hospitals, schools, public transport, and administrative institutions, including the police. The law allows victims to report any actions of social injustice taking place within the premises (Gold, 2018). The federal government is expected to serve as a model to entities in the private sector. Companies and corporations operating as for-profit ventures are encouraged to embrace socially cohesive values among stakeholders.
Targeted Compliance Audience of the Civil Rights Act – Employment Agencies
Another category of the targeted audience by the law includes employment agencies. These are companies with specialized capabilities in sourcing professional talent. The organizations identify applicants with suitable characteristics at both personal and professional levels (Hill, 2021). For instance, the leadership qualities of a female attribute put an applicant for a vacant position than an individual without the skill. Title VII prohibits the agencies from accepting or rejecting applicants based on the socio-cultural diversity attributes.
Targeted Compliance Audience of the Civil Rights Act – Labor Organizations
Labor organizations play a vital role in enhancing working conditions among workers. Joining these entities requires specific membership attributes which can motivate racial segregation. Title VII of the Civil Rights Act discourages unions from discriminating against members. For instance, denying legal support to specific employees regarding insufficient medical cover for African or Asian Americans breaches the law. Employees who are members of the union can sue administrative officers accused of segregating members based on color.
Exemptions Made on Title VII
The law exempts specific entities due to specific attributes or objectives of the institution. For instance, religious entities are allowed to profile applicants based on strong spiritual values. In such a context, the institution recruits persons who can aid in achieving religious values and moral (Hill, 2021). This exemption is also applicable to programs intended to enhance cultural values. This is to include organizations that motivate specific community behavior that identify diversity as a personal trait.
Employment Practices Protected by the Civil Rights Act – Recruitment and Hiring
Title VII of the Civil Rights Act applies to specific management practices attributed to social discrimination. For instance, the recruitment of employees is a crucial practice that determines the success of firms (Gold, 2018). Academic and professional experience constitute fundamental attributes of consideration among hiring officials. The act protects against the integration of elements that profile applicants based on cultural diversity attributes. In essence, the law advocates for equal hiring opportunities irrespective of race, gender, or sexual orientation.
Employment Practices Protected by the Civil Rights Act – Training and Promoting
Applicants experience varying difficulties before securing an employment opportunity. Title VII prohibits management officials from discriminating against employees during training exercises. This is common when newly recruited employees are being integrated into the workforce. During this time, they learn organizational values and engage in technical activities (Carnevale et al., 2019). The law protects against social discrimination during this process which determines satisfaction levels. Similarly, the law also protects employees from discriminative practices when promoting hardworking employees to senior levels.
Employment Practices Protected by the Civil Rights Act – Performance Measurement and Benefits
The Civil Rights Act of 1964 also protects workers against a regressive decision made during performance measurement. For instance, racial profiling of shortlisted candidates affects the integrity of ceremonies intended to award committed professionals in the workplace (Gold, 2018). The law recognizes the separation that can result if performance metrics depict elements of segregation. Such events can affect stakeholder satisfaction among consumers who form an important category of the public.
Employment Practices Protected by the Civil Rights Act – Transfer and Discipline Processes
The law recognizes the importance of internal rules and regulations among public and private institutions. This practice ensures control among workers and enhances specific values that define an institution’s existence (Hill, 2021). However, Title VII of the law prohibits organizations from practicing discrimination against racial minorities. For instance, disciplining employees who break internal policies should be transparent and accountable. Most fundamentally, the law encourages best practices entailing employee cohesion in the workplace.
Procedures of the Equal Employment Opportunity Commission (EOCC)
The Equal Employment Opportunity Commission (EOCC) is an important agency for equal employment rights. The institution ensures the effective adoption of principles attributed to equality in the workplace (Gold, 2018). Management officials engaging in racially discriminative practices can be punished by law under Title VII. Most fundamentally, the institution protects all employees against regressive management practices that separate employees based on race, gender, or sexual orientation.
Entities Covered by EEOC
Moreover, the Equal Employment Opportunity Commission (EOCC) ensures all employees are protected against racial segregation. In essence, the institution provides a framework for enhancing working rights among victims of racial discrimination (Carnevale et al., 2019). The institution is critical for forwarding commercial cases with a limit of a specific timeline. EEOC is critical in maintaining equality in the workplace through transparent and accountable management practices.
Conclusion
Finally, Title VII of the Civil Rights Act of 1964 enhances social progress by limiting social discrimination in the workplace. Institutions in both public and private sectors are encouraged to engage in administrative practices that result in racial segregation. The EEOC provides victims with a procedural platform for reporting discrimination cases from employers (Carnevale et al., 2019). Hefty fines and compensation entail punishment for entities proven of such accusations.
References
Gold, M. E. (2018). 1. Title VII of the Civil Rights Act of 1964: In introduction to the law of employment discrimination. Cornell University Press.
Gold, M. E. (2018). Introduction to the law of employment discrimination. Cornell University Press.
Carnevale, A. P., Jennings, L. A., & Eisenmann, J. M. (2019). Contingent workers and employment law. In contingent work. Cornell University Press.
Hill, L. W. (2021). A quiet rage explodes the uprising—July 24 to July 26, 1964. In strike the hammer. Cornell University Press.