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Eeoc's Fight Against Discrimination In The Workplace

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The EEOC as defined by my resource is, “The Equal Employment Opportunity Commission that enforces federal laws prohibiting workplace discrimination.” This agency was created back in 1964 when the Civil Rights Act was relevant. The goal was to initially protect minorities so they have just a much of an opportunity to work as everyone else. Today they protect more than just African Americans, but everyone! What they do today is interpret the law to reflect the freedom and rights that everyone is entitled to. They hold meetings, have hearing, and take legal action against companies who discriminate against anyone. Over time, they have created, passed, and enforced some of the most important laws that fight against discrimination in the workplace. The most famous law they enforce is the Civil Rights Act of 1964, which prohibits discrimination based on race, color, national origin, sex, and religion. Following in 1976, the Pregnancy …show more content…

Equal benefits and pay are required of this act. The Americans with Disabilities Act (ADA) makes a point to protect people who have any form of disability from being denied the opportunity to work. The EEOC main goal is to make sure that nobody feels like they are being discriminated against in the workplace. If there is a serious legal issue, the EEOC can get involved in a lawsuit with the company. Otherwise, they are there to ensure that everyone has an equal opportunity to work. This resource achieved the high standards of the CRAAP test as being a reliable and valid resource. All of the information was completely relevant with what we are learning in class. The author of the article, Lisa Guerin, has written many books regarding workplace discrimination, leaving me to believe that her information is accurate. The only thing I would have liked to see was a date this was published or when it was

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Introduction This paper will state the basis of EEOC v. Ruby Tuesday, Inc. A brief summary will be provided to give context to the results and outcome of the court case. Reactions to this case will be discussed, with analysis into the outcome of the case and whether some were surprised by how the case occurred. Additionally, potential routes that Ruby Tuesday could have taken to avoid violating the law will be mentioned. Summary and Analysis of Case In 2013, the restaurant chain Ruby Tuesday denied an opportunity to work in Park City, Utah to two male employees on the basis of gender as they claimed that the employment opportunity was meant for “females-only” (US EEOC, 2015).

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In 1964, Congress passed and signed into law the Civil Rights Act of 1964 which later became known as Title VII (Stewart & Brown, 2015, p. 81). This new law was created to remove discrimination from the workforce specifically race, color, national origin, religion, and sex. As with many new laws, the interpretation varies from person to person so many court cases came to elaborate of specific instances. One example is the trial between Griggs v. Duke Power Company. Griggs V. Duke Power Company Description Willi Griggs was an employee for Duke Power Company who seeked a transfer within the company.

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Erica Beckman Duran English 1A 28 October 2015 Affirmative Action In Chapter Seven of Why Are All the Black Kids Sitting Together in the Cafeteria? , Beverly Tatum discusses affirmative action, an action that guarantees equal opportunity to all individuals, regardless of any circumstances (117). Tatum remarks on the history of affirmative action, in which it was introduced to language and our legal system by executive order 11246 by President Lyndon B. Johnson (1965), and obligated federal contractors to “take affirmative action to ensure that applicants are employed, and that employees are treated during employment without regard to their race, religion, sex, or national origin” (116-117).

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Categories from 1966 when EEOC began collecting the data to the most recent collected information in 2013. The EEOC is an agency that continues to enforce all of our euqalities. They have done a lot over the 50 plus years that they have been effectivie and continue to do for our nation. The Act of 1964 was an ominbus bill addressing not only the discrimination in employment but also in voting, public accommondations, and education as well. Now adays all though there is still some discrimination happening it is definitly nothing like the way things were all those years ago before the

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Title VII of the Civil Rights Act of 1964 is a federal law that prohibits employers from discriminating against employees on the basis of religion, sex, sexual orientation, or national origin. It forbids discrimination in any aspect of employment, including hiring and firing, compensation, promotion, and benefits. However, there are exceptions to this law, mainly in the form of bona fide occupational qualifications, otherwise known as BFOQ’s. Title VII permits an employer to discriminate on the basis of “religion, sex, or national origin in those instances where religion, sex, or national origin is a bona fide occupational qualification reasonably necessary to the normal operation of the particular business or enterprise.”

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By 2008, African-American participation in official and managerial positions had increased to 6.94 percent, indicating that by forbidding employment discrimination on the basis of race, color, religion, gender, or national origin, it should improve access to work opportunities in a number of sectors. The act applies to businesses with at least 15 employees, as well as state and municipal governments, employment agencies, and labor unions. While prohibiting several forms of discrimination, such as hiring, firing, promotion, wage, and other employment terms and conditions, the Equal Employment Opportunity Commission (EEOC) enforces Title VII requirements. III. Main Impacts of the Policy Based on Paul Frymer’s Article Paul Frymer's article suggests that courts are considered the least harmful government branch because their limited enforcement powers prevent them from directly imposing policies on society.

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The Civil Rights Act of 1964 is a US federal law was establishes to protect the employees from discrimination in the workplace, especially when they are applying for a job. It is unlawful for an individual to be fired in his or her job or even refuse to be hired due to his or her race, gender, sexuality, race, color, religion as well as nationality. More than that, the Supreme Court of the United States upheld this Act as a valid exercise of the Congressional power. This Act is an example of rule of law as it prohibits the private discrimination in the public areas. In fact, as a rule of law it measures the protection of individual’s base from the fundamentals of the human rights.

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The act therefore was formulated to provide a solution and harmonize working conditions in the United States. The federal law prohibits employers and administrators from discriminating against employees because of their color, origin, religion, sexual orientation and age (McKay, 2017). All of the above rules were formed to streamline working conditions in the United States. The statutes were formed during a time when discrimination was in all walks of life. The government, in response to the widespread discrimination practices, decided to act and provide a solution that would bring to an end to

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Title VII of the Civil Rights Act of 1964 is an anti-discriminatory federal law that prohibits employers to discriminate against their employees on the basis of race, color, sex, national origin, and religion. Title VII was later amended several times throughout the years to encompass other statutes such as the Age Discrimination in Employment Act and the Pregnancy Discrimination Act, which provides protection from employment discrimination on the basis of age and pregnancy status. (For the purpose of this paper, I will focus on Title VII of the Civil Rights Act of 1964 to restrain from being too broad). Unlike the Equal Pay Act of 1963, which only prohibits wage discrimination on the basis of sex, Title VII of the Civil Rights Act of 1964 provides a

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RESEARCH PAPER Affirmative action is a set of governmental policies which tend to give privileges to minorities who suffered from discrimination in the past by providing them with access to educational and employment opportunities. First nuanced by Franklin Roosevelt with war-related work, Affirmative action only became an executive order (10925) in 1961 under John F. Kennedy to ensure that employees are treated during employment without regard to their race, creed, color or national origin, to which was later on added sex by Lyndon Johnson in 1965 (11246). From that day till now affirmative action has been a controversial issue in America, with some who find it fair and some other who consider it as a reverse discrimination.

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According to the Ability Center, The Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate in employment against a qualified individual with a disability. The ADA also, outlaw’s discrimination against individuals with disabilities in State and local government services, public accommodations, transportation and telecommunications (Blanck 5). This document explains the part of the ADA that prohibits job discrimination. The U.S. Equal Employment Opportunity Commission along with State and local civil rights enforcement agencies, work to enforce this part on the law (Blanck). The law unquestionably improved the lives of people with disabilities in many ways, especially by enhancing their access to businesses and public places.

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Following the Civil Rights movement in the 1960s, several efforts were made to combat the effects of systemic racism in society, one of which is known as Affirmative Action. Affirmative Action, as defined by social justice advocate Tim Wise, is “any race—or gender—conscious effort to hire, recruit, promote, train, or admit qualified women and people of color for educational, employment, or contracting opportunities.” Often, people assume that such programs give unqualified people of color jobs or admittance, simply due to race and therefore steal spaces from qualified white people. However, this is not the case. These programs seek out applicants that meet the criteria of the spots they are applying for and also work to benefit white women, people with disabilities, and even veterans.

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For instance, the organization can actively recruit applicants from the groups classified as underrepresented. They can also formalize practices that involve personnel awareness such as posting of jobs so that individuals from all groups are made aware of job openings. In the event that there is blatant discrimination in the workforce, the court may be involved in setting target and proportions. However, this rarely occurs and it represents one of the circumstances that may necessitate the use of quotas to address the discrimination process and, therefore, accord opportunities to the

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Affirmative Action: Best for all? Affirmative action is a very big topic these days in the news and it should be. Affirmative action affects everyone, weather you’re in school or are employed. Affirmative action programs are put into place to encourage diversity in classrooms and in the workplace, which should then increase opportunities for minority groups throughout the country. Affirmative action allows employers and admissions officials to take race, gender, and/or ethnicity into account when considering your application.

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This is the next and more profound stage of the battle for civil rights. We seek not just freedom but opportunity––not legal equity but human ability––not just equality as a right and a theory, but equality as a fact and as a result” (Garrison-Wade & Lewis, 2003). That same year, President Johnson signed an executive order mandating government contractors “take affirmative action” in

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