Summary: Titleii Of The Civil Rights Act Of 1964

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Chapter 3: Title VII of the Civil Rights Act of 1964 Title VII of the Civil Rights Act of 1964 ….as amended, 42 U.S.C.A sec. 2000e et seq., sec. 703 (a) a) It shall be an unlawful employment practice for an employer- 1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual w/respect to his compensation, terms, conditions, sex, or national origin; or 2) to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, bc of such individual’s race, color, religion, sex, or national origin. A Historic Rights Act Equal Employment…show more content…
-It was racial discrimination was truly the moving force for its enactment. Historical Context Leading to the Need for the Civil Rights Act of 1964 -After the Civil War ended slavery, the next 99 years saw many in the country resisting that change, learning how they could live w/that change but, in many ways, still retain the familiar world they had known. -Response was Jim Crow laws= system of racial segregation practiced virtually everywhere in the United States. The system was enforced through law, ironclad social custom, and, many times, violence. Jim Crow was outlawed in 1964. -The 1964 Civil Rights Act was passed the year after the historic August 28, 1963, March on Washington. Martin Luther King Jr.’s famous “I Have a Dream Speech” on the steps of the Lincoln Memorial. Title VII: The Legislation Title VII of the Civil Rights Act of 1964 is the employment section of the act, but it is only one title of a much larger piece of legislation. It also created the legal basis for non-discrimination in education, public accommodations, and federally assisted…show more content…
-After enactment, Title VII was amended several times to further strengthen it. There were amendments w/the passage of the Equal Employment Opportunity Act in 1972 (coverage to include govt employees and to strengthen the enforcement powers of the enforcing agency created by the law) and the Pregnancy Discrimination Act of 1978 (added discrimination on the basis of pregnancy as a type of gender discrimination). Title VII and other workplace protections were extended to congressional employees in the Congressional Accountability Act of 1995. -The Act was also amended by the Civil Rights Act of 1991 = added jury trials, compensatory and punitive damages where appropriate, and several other provisions, further strengthening the law. -The EEOC is now the lead agency for handling issues of job discrimination and deals w/most matters of employment discrimination arising under federal laws, including age, disability, and genetic info and family medical history. - The Office of Federal Contract Compliance Programs (OFCCP) enforced Executive Order 11246 prohibiting employment discrimination by those receiving govt contracts and imposing affirmative action under certain
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