Legal Implications in Human Resources: Introduction: The Civil Rights Act of 1964 outlawed employment discrimination by employers based on race, color, religion, sex, national origin, disability or age. Specifically for employers, in the Civil Rights Act, Title VII guaranteed equal opportunity in employment. The Act also established the Equal Employment Opportunity Commission (EEOC) to promote employment equality through education, technical assistance and enforceable federals laws (“Title VII of the Civil Rights Act of 1964,” N.D.). Over the years, the act has been strengthened by legislative actions and expanded to cover other areas with potential discriminatory facets. The legal consideration of a Title VII disparate impact consists
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Employment Simulations Tables LAW/531 Susie S Wilson University of Phoenix December 17, 2012 Donna Ross Employment Simulations Tables Any kind of discrimination in the workplace is illegal. Organizations must follow the guidelines set within their own policies to prevent all manner of discrimination. Discrimination is based on the grounds of race, gender, age, national origin, disability, religion, and affinity orientation. The rules and guidelines of the Equal Employment Opportunity Commission (EEOC), Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, and the Americans with Disabilities Act of 1990 are imperative in recognizing, guarding, and avoiding litigation based on discrimination. The
Nevertheless, if a number of relatively minor separate incidents may add up to sexual harassment if the incidents affect your work environment. One case for example is Harris v. Forklift Systems, which created an objectively hostile or abusive work environment. The Supreme Court held that to be actionable the discriminatory conduct must be critical and
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