on any of these factors. Employees and applicants cannot be classified by any of the above mentioned matters. He has successfully litigated cases regarding discrimination in the workplace for many years.
Enforcement is in place for companies who employee more than 15 individuals. These businesses are prohibited from discrimination according to Title VII regulations. There are several public offices that also fit into this category. State and local governments as well as educational institutions must all abide by Title VII rulings. One exception can be religious educational facilities if they set forth requirements of employment regarding the institution’s religious beliefs and make it a bona fide qualification for the occupation.
Under Title VII a person’s religion, gender, and race are protected rights. This also includes protecting employees from being discriminated against based on sex stereotyping, harassment and pregnancy. The Equal Employment Opportunity Act of 1972 also helped specify the proper procedures for Title VII and the Pregnancy Disability Act set pregnancy under the same guidelines as discrimination that is based upon a person’s gender. The Civil Rights Act of 1991 set the precedent that allows for jury trials in some cases of discrimination.
Even though there are many areas of discrimination covered under Title VII laws, the two types of cases that most frequently come up for litigation are sexual and religious discrimination. Title VII is used many times in cases where employers are punished for creating a hostile work environment, or harassment that stems from some sort of tangible action. Using Title VII in such cases began in 1971 when the US Supreme Court maintained that Title VII forbids practices which have a disparate impact on a class that is presently protected.
Three federal laws, Title VII, The Americans with Disabilities Act and The Age Discrimination in Employment Act must be followed by each company’s hiring procedures. They are free to hire those who are most qualified for the position as long as they do not violate any of these laws. Each company should have their own checks and balances so that discriminatory practices do not occur during the hiring process.