Title VII Civil Rights Act Analysis

Title VII of the civil rights act, enacted in 1964, provides legal protection to workers from discrimination as they carry out their roles and duties in the work place. The act shields employees from both their workmates and employers and the company at large. Title VII civil act address a number of issues including sexual orientation-related discrimination, age discrimination, gender discrimination, racial/tribal or place of origin discrimination, and religious discrimination (McKay, 2017). The preceding period before enactment of the Title VII civil act was plagued by widespread discrimination in all spheres of life. 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

The law on discrimination against age states that an employer, company or the one a staff administrator cannot dismiss workers who have achieved the age of over forty years merely because of age or decreased productivity. The employer should subject the older individuals to fair and equal interviews and assessments just like the rest of the staff (McKay, 2017). The gender discrimination law was enacted to ensure that employment opportunities are not restricted to sex. For example, no job opportunity should be limited to men or women. All individuals should enjoy equal employment opportunity regardless of their