The Civil Rights Act of 1964 was a significant step in striving to end discrimination in the United States, and is arguably the most important piece of legislation ever passed in history. Title VII covers discrimination in the workplace based on race, color, religion, national origin and gender. In this essay, I will discuss discrimination based on race, because I believe that racial discrimination is still a widely known predicament in not only the workplace, but in many other aspects as well. This section prohibits an employer from refusing to hire, compensate, promote, terminate or train an employee based on that employee's race, and it also prohibits those acts against a person that is associated with a different race ("Facts About Race/Color Discrimination"). This section prohibits an employer from refusing to hire, terminate, promote, compensate, and train an employee based on that employee's race. It also prohibits those acts against a person associated with a different race. Ken Lamance, an editor and Attorney at Law, states that in order to comprise a prima facie employment discrimination claim they will need to prove to the court that:
The plaintiff was a
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However, this is usually only the case if the employee was acting on the employer's behalf. This is so employers are held responsible for not teaching their employees rightful conduct. An employee who acts recklessly and carelessly is liable for their own act. If the employee harms another employee ten they generally can't sue the company. They can however, receive money for medical bills and other expenses. If an employee harms someone who is hired by "negligent hiring", which is when an employer doesn't take careful consideration into who he is hiring, or by "negligent retention", which is when an employer keeps a dangerous employee, then the employer is held liable for that