Over 40 years ago the 1964 elegant Rights Act was canonical to eradicate deeply ingrained patterns of employment secretion against persons because of their race, religion, sex, or national origin (Workplace Fairness, 2009). Although some of the worst employment discrimination was eliminated by the 1964 cultivated Rights Act there has been strong electric resistance to enforcement of existing laws, and there has been politicized resistance to remedial affirmative do (Workplace Fairness, 2009). Constant review of style sevensome is an imperative passage of arms corporate America must continue to reflect American ideals of fairness and equal opportunity. In this paper Team B will discuss the history of Title VII, the impact of Title VII in the work environment and who is and who is not cover under Title VII. Additionally, Team B will apprise policies that companies should have in place to avoid Title VII violations.
During the early sixties civilised rights was a hot discipline in the United States. The Title VII portion of the Civil Rights Act of 1964 began during the John F. Kennedy administration. On June 12, 1963, President Kennedy requested decree which would provide every American with the right to be served in businesses which were accessible to the public (Answers.com, 2009). These businesses would consist of hotels, eateries, theaters, shops, and similar businesses. President Kennedy in addition asked for protection of voting rights.
In addition, President Kennedys Civil Rights circular included stipulations which would outlaw discrimination in community housing. The Civil Rights Bill would also allow the United States Attorney global to participate in court cases against state governments which managed segregated educational systems (Answers.com, 2009). The bill, however, did not contain several stipulations considered necessary by civil rights leaders such as safety from police brutality, fillet bias in private employment, or awarding the judge Department authority to begin...
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