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The last decade has produced an explosion of racial employment discrimination lawsuits. These lawsuits have resulted in record-breaking settlements. By federally mandating every business to review the history, impact and proposed policy of Article VII these lawsuits may subside. Reviewing Title VII is a step corporate America must soon make or continue to loose much needed revenue. Our team will discuss the history of Title VII, the impact of Title VII in the workplace, who is and who is not covered under Title VII as well as propose policies that companies should have in place to avoid Title VII violations.

Federal (Title VII) and State legislation prohibit intentional discrimination based on race, color, religion, sex, or national origin and prohibit both “disparate treatment” and “disparate impact” discrimination.

This says it is unlawful to discriminate against people at work because of their religion or belief. The regulations also cover training that is to do with work.

Title VII applies to state and local governments with 15 or more employees and also applies to employment agencies and labor organizations including our federal government. Based on Title VII employment opportunities cannot be denied to any person based upon their race or perceived race or because of their marriage or association with a person or persons of a particular color or race. Title VII also prohibits employment decisions based on stereotypes and assumptions pertaining to the abilities, traits, or the performance of persons from certain racial groups. Title VII makes it unlawful to discriminate when recruiting, hiring, and promoting, transferring, also work assignments, performance measurements, the work environment, job training, discipline and discharge this also includes wages and benefits, and anything else including condition and the privilege of employment. Title VII not only prohibits intentional discrimination, it also covers neutral job policies that disproportionately affect any person of a certain race, color, nationality that are not related to the job and the needs of the

Whether a private, state, government or education institutions, you are subject to Title VII compliance if you have 15 employees or more. A federal law, this portion of the act prohibits most workplace discrimination and harassment. Under Title VII, Texas employers are banned from doing the following:

Title VII of the 1964 Civil Rights Act forbids intentional discrimination based on several factors: religion, race, color, and sex or national origin. There are times, however, where discrimination can play a part in the decision-making process within businesses, especially within the public school system. The three-step procedures for Title VII challenges are very precise regarding the determination of intentional discrimination and are universal for all cases of alleged discrimination.

This practice prohibits discrimination on the basis of an individual’s race, color, religious beliefs, sex or national origin. I picked this practice because everyone should be treated fairly, no matter what your race, religion or gender is. This will help management by having more diversity in the workplace. This Act will help everyone understand the importance of treating everyone with respect. This practice can be taught by having mandatory classes annually, so everyone can know the difference of what is considered fair treatment and what others consider unfair treatment. This practice can be used to protect everyone from getting hurt and to prevent any company from having any potential lawsuits.

Title VII of The Civil Rights Act of 1964, is the law that prohibits discrimination in hiring, firing, training, promotion, discipline, or other work place decisions of a person based on an employee’s race gender, color, religion, national origin. This is a law that protects certain class of people of being discriminated, because they are protected with the law. It protects the civil rights of people that did not have it before. Title VII gets many complaints or cases so they have a system. The law requires the case to go through the EEOC. The EEOC decides if it will take the case. Brokering will settlement brings more notice to a case. (Bennet- Alexander and Hartman)

If an individual operates a for-profit business, this business cannot discriminate based on religious beliefs (Dorf, 2014).

Race and color discrimination. Color discrimination, different treatment due to race (or appearance of skin), and uniform and grooming codes. Can't sue people in general, only with regard to employment context and Title VII.

Laws against discrimination- Title VII of the Civil Rights Act of 1964 says that no person employed or seeking employment by a business with more than 15 employees may be discriminated against due to their race, color, religion, sex, or national origin (Lee, 1998). This Act

Employers of fifteen or more employees, including state and local governments are subject to Title VII, accordingly, this law applies to Ford which employs a total of 5500 employees in the two plants.

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin (2009).

Discrimination occurs when an employee suffers from unfavorable or unfair treatment due to their race, religion, national origin, disabled or veteran status, or other legally protected characteristics. Employees who have suffered reprisals for opposing workplace discrimination or for reporting violations to the authorities are also considered to be discriminated against. Federal law prohibits discrimination in work-related areas, such as recruiting, hiring, job evaluations, promotion policies, training, compensation and disciplinary action. (employeeissues.com, 2006)

There is discrimination everywhere at anytime, anywhere in the world. Discrimination can occur in many ways due to different opinions and perspectives. One of them occurs by religion of different people. Religious discrimination is to treat someone differently with others in a bad way due to their religion or beliefs.There are lots of religious discrimination around the world. People should be against religious discrimination because it keeps people from harassment on their religious beliefs, prevent less wars happening, and people will correct their stereotypes on others.