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The Civil Rights Act of 1964

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Procedures Under Title VII: Under Title VII of the Civil Rights act of 1964, employees in the United States of America are protected from workplace discrimination based on race, ethnicity, color, religion, or gender. Additionally, Title VII prohibits employment discrimination based on association with any race, ethnicity, color, religion, or gender. In addition to prohibiting workplace discrimination based on the listed attributes, Title VII also contains provisions against sexual harassment in the workplace.Victims of employment discrimination or sexualhHarassment in the workplace may seek relief via legal procedure litigation under Title VII of the Civil Rights act of 1964. Intentional Discrimination: Under Title VII of the Civil Rights Act of 1964, Intentional Discrimination is classified as the obstruction or deliberate discrimination of a particular group of individuals from equal employment at a particular position.The charge of Intentional Discrimination is prohibited in public/private employment for those qualifications not deemed "mission critical" under the standards set by the Equal Employment Opportunity Commission. Intentional Discrimination must present a reasonable likelihood of targeting a specific group for discrimination by setting an unfair standard for employment. Standards which inadvertently prohibit an individual's employment may not qualify as Intentional Discrimination. Unintentional Discrimination: Under Title VII of the Civil Rights act of 1964, the practices of Employment Discrimination were targeted and countermanded by new legislation which was overseen by the Equal Employment Opportunity Commission (EEOC).Amongst the practices targeted by the EEOC is the practice of Unintentional Discrimination.While intentional discrimination blatantly bars a demographic from equal opportunity for employment, Unintentional Discrimination involves that which many not appear biased on the surface, but may still create an unbalanced and unfair work environment. Race, Color & Nationality: The Civil rights Act of 1964 prohibits employment discrimination under Title VII.Among the various forms of employment discrimination targeted in Title VII of the Act is the prohibition of employment discrimination based on Race, Color and Nationality.Discrimination in the workplace or hiring process based on Race, Color and Nationality is regulated and targeted by the EEOC, which seeks to review complaints of subsequently related discrimination and evaluate/direct them to the appropriate judicial authority. Religion: Title VII of the Civil Rights Act of 1964 targets the practice of employment discrimination based on many discernible qualities including religion. A person's religion is his or her declared or practiced spiritual faith or heritage. Title VII makes it illegal for an employer to involve religion in the workplace or application process in any way, as this may be a factor which unfairly influences a prospective employee's eligibility or treatment in the workplace. Gender: Under Title VII of the Civil Rights Act of 1964, it is illegal to discriminate in the workplace or hiring process against candidates based on gender. Sex discrimination may involve the barring of certain individuals from candidacy based on their respective gender.Sex discrimination may also involve the mistreatment or harassment of individuals in the workplace based on gender.It is important to distinguish between Sex Discrimination Harassment and Sexual Harassment in the workplace - both are different charges with different consequences and causes of action. Constructive Discharge: The term Constructive Discharge is stipulated in the Civil Rights Act of 1964 under Title VII, which targets and regulates practices of employment discrimination. Constructive Discharge occurs when an employer makes a working environment intolerable and often forces an employee to quit. There are many factors which may make a breach of employment eligible to be considered as Constructive Discharge, though most cases include a degree of harassment on the employer's behalf.
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  • Civil Rights Act Of 1964

    Procedures Under Title VII:

    Under Title VII of the Civil Rights act of 1964, employees in the United States of America are protected from workplace discrimination based on race, ethnicity, color, religion, or gender. Additionally, Title VII prohibits employment discrimination based on association with any race, ethnicity, color, religion, or gender.

    In addition to prohibiting workplace discrimination based on the listed attributes, Title VII also contains provisions against sexual harassment in the workplace. Victims of employment discrimination or sexualhHarassment in the workplace may seek relief via legal procedure litigation under Title VII of the Civil Rights act of 1964.

    Intentional Discrimination:

    Under Title VII of the Civil Rights Act of 1964, Intentional Discrimination is classified as the obstruction or deliberate discrimination of a particular group of individuals from equal employment at a particular position. The charge of Intentional Discrimination is prohibited in public/private employment for those qualifications not deemed "mission critical" under the standards set by the Equal Employment Opportunity Commission.

    Intentional Discrimination must present a reasonable likelihood of targeting a specific group for discrimination by setting an unfair standard for employment. Standards which inadvertently prohibit an individual's employment may not qualify as Intentional Discrimination.

    Unintentional Discrimination:

    Under Title VII of the Civil Rights act of 1964, the practices of Employment Discrimination were targeted and countermanded by new legislation which was overseen by the Equal Employment Opportunity Commission (EEOC). Amongst the practices targeted by the EEOC is the practice of Unintentional Discrimination. While intentional discrimination blatantly bars a demographic from equal opportunity for employment, Unintentional Discrimination involves that which many not appear biased on the surface, but may still create an unbalanced and unfair work environment.

    Race, Color & Nationality:

    The Civil rights Act of 1964 prohibits employment discrimination under Title VII. Among the various forms of employment discrimination targeted in Title VII of the Act is the prohibition of employment discrimination based on Race, Color and Nationality. Discrimination in the workplace or hiring process based on Race, Color and Nationality is regulated and targeted by the EEOC, which seeks to review complaints of subsequently related discrimination and evaluate/direct them to the appropriate judicial authority.


    Religion:

    Title VII of the Civil Rights Act of 1964 targets the practice of employment discrimination based on many discernible qualities including religion. A person's religion is his or her declared or practiced spiritual faith or heritage. Title VII makes it illegal for an employer to involve religion in the workplace or application process in any way, as this may be a factor which unfairly influences a prospective employee's eligibility or treatment in the workplace.

    Gender:

    Under Title VII of the Civil Rights Act of 1964, it is illegal to discriminate in the workplace or hiring process against candidates based on gender. Sex discrimination may involve the barring of certain individuals from candidacy based on their respective gender. Sex discrimination may also involve the mistreatment or harassment of individuals in the workplace based on gender. It is important to distinguish between Sex Discrimination Harassment and Sexual Harassment in the workplace - both are different charges with different consequences and causes of action.

    Constructive Discharge:

    The term Constructive Discharge is stipulated in the Civil Rights Act of 1964 under Title VII, which targets and regulates practices of employment discrimination. Constructive Discharge occurs when an employer makes a working environment intolerable and often forces an employee to quit. There are many factors which may make a breach of employment eligible to be considered as Constructive Discharge, though most cases include a degree of harassment on the employer's behalf.

    NEXT: The Quick Statistics on Sexual Harassment

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