The Equal Employment Opportunity Commission Essay

The Equal Employment Opportunity Commission Essay
The Equal Employment Opportunity Commission (EEOC) was established to administer Federal
legislation which was initially brought about when Title VII of the Civil Rights Act of 1964 was
enacted (EEOC, n.d.). Title IV makes it unlawful to discriminate against an individual based on their
race, color, religion, national origin, or sex. These categories are commonly referred to as,
"protected classes." Individuals protected by the EEOC include women, minority populations, and
groups related to national origin, persons over the age of 40, persons with disabilities, veterans, and
religious affiliations (EEOC, n.d.). For the purposes of this essay, I will focus on how leaders should
address discriminatory practices in the workplace environment and how leaders can create a culture
to support diverse groups of people. Employees and applicants are protected under provisions of the
EEOC. If employees or applicants believe they have been mistreated by their managers, co–workers,
or outside vendors due to their race, color, religion, national origin, or sex they may file a complaint
with the EEOC (EEOC, n.d.). The federal laws pertain to areas such as job advertisements,
recruitment, the application process, and hiring. Employers are forbidden to produce job
announcements which gives favoritism to a particular group or is presented in a way to dissuade
individuals from applying (EEOC, n.d.). For example, it would be illegal for a marketing firm to
advertise for "bright young
... Get more on HelpWriting.net ...

Equal Employment Opportunity At The Institute
SECTION II –Diversity–
Equal Employment Opportunity
The Institute provides equal employment opportunities (EEO) in all our employment practices to all
employees and applicants for employment without regard to race, color, religion, national origin,
gender, age, sexual orientation, gender identity, disability, genetic information, marital status,
military status, or any other category protected by federal, state, or local laws. This includes
prohibiting unlawful discrimination against those associated with or perceived to belong to a
protected class, whether or not an employee actually falls into such class. The Institute 's EEO
practices are upheld in every location that it operates and in all aspects of the employment
relationship, ... Show more content on Helpwriting.net ...
The Institute will take reasonable measures to accommodate such employees ' needs.
Americans with Disabilities Act Policy Statement
The Institute is committed to complying with all applicable provisions of the Americans With
Disabilities Act ("ADA"). It is the Institute 's policy not to discriminate against any qualified
employee or applicant with regard to any terms or conditions of employment because of such
individual 's disability or perceived disability so long as the employee can perform the essential
functions of the job. Consistent with this policy of nondiscrimination, the Institute will provide
reasonable accommodations to a qualified individual with a disability, as defined by the ADA, who
has made the Institute aware of his or her disability, provided that such accommodation does not
constitute an undue hardship on the Institute.
Employees with a disability who believe they need a reasonable accommodation to perform the
essential functions of their job should contact the Human Resources Department. The Institute
encourages individuals with disabilities to come forward and request reasonable accommodation.
Procedure for Requesting an Accommodation
On receipt of an accommodation request, a member of the Human Resources Department and your
supervisor will meet with you to discuss and identify the precise limitations resulting from the
disability and the potential accommodation that The

Equal Employment Opportunity Law & Small Business
Equal Employment Opportunity Law & Small Business
The Equal Employment Opportunity Commission (EEOC) is a "five–member body appointed by the
President to establish equal employment opportunity policy under the laws it administers" (p. 827,
Twomey & Jennings, 2014). The EEOC is "responsible for enforcing federal laws that make it
illegal to discriminate against a job applicant or an employee because of the person 's race, color,
religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic
information" (Overview, EEOC, 2014). These federal laws include Title VII of the Civil Rights Act
of 1964, as amended in 1972, 1978, and 1991, along with the Equal Pay Act (EPA), and the Age
Discrimination in Employment Act (ADEA).
Most employers with at least 15 employees are covered by EEOC laws. The EEOC website very
clearly warns that not all "small businesses" are covered by the laws the EEOC enforces, therefore
not all employees are protected. According to the 2012 U.S. Census Bureau, more than 47% of all
U.S. businesses have fewer than 10 employees" (p.43, Gentry et al., 2013). This means a significant
portion of the workforce is not protected under EEO Law.
Defining Small Business There is a reason the term "small business" is vague; it reflects the lack of
a generally accepted definition. The U.S. Small Business Administration (SBA) has established
numerical definitions of small businesses. These size standards vary to reflect industry

Equal Employment Opportunity ( Eeo )
Phase 3 – Equal Employment Opportunity (EEO)
Critical Thinking Questions:
How will you ensure your company is an EEO Employer?
As with our student population, we at the Northwestern Academy believe our teachers and faculty
should be as talented as possible. This is the reason that qualifications are the primary consideration
when considering potential applicants for our faculty. Race, religion, sex and gender will not be
factors in who is hired. However, diversity not only brings advantages in terms of educational
benefits, but it also can spur a sense of creativity in the minds of our students and faculty. Because
of this, we will provide clear information to our all of our candidates over a broad range of mediums
to find many different types of candidates. Even though a portion of our professors come from
Northwestern University, some will come from outside of the Northwestern system, and we require
these candidates to be just as qualified as the ones that come from within the Northwestern system.
A point of differentiation between Northwestern Academy and other schools is that our professor
turnover rate is slightly higher than the industry average (due to professors advancing in the world
of academia). This will lead to a constantly changing faculty. The interview process will be the same
for all applicants, and will thus help us make decisions primarily based on an applicant 's
qualifications, and help us maintain a talent standard in terms of faculty. Examples of

Equal Employment Opportunity: Disparate Treatment
Equal Employment Opportunity
Quiz 1
Disparate Treatment. Given the fact that disparate impact refers to any legal doctrine that state that a
law may be considered to be discriminating and unappropriated towards a particular group based on
the panel's race, color, sex, disability, national origin, religion, or family status, I would take the
above scenarios to fall under disparate treatment which represent any unlawful deed in the United
States of America labor laws. It means any different behavior directed to someone due to their race
or gender.
From the video and articles given, I would argue that the scenarios fall under the disparate treatment
because those Muslim workers lost their jobs based on their religion. It is also worth noting that

The Equal Employment Opportunity Commission
THE EQUAL EMPLOYMENT
2
This paper is intended to shed light to the author on a Federal government website in lieu
to its usefulness in human resource management. In this paper, the Federal government website
of choice which will be critically analyzed is the The Equal Employment Opportunity
Commission (EEOC) website. Some of the areas of interest in this report are the specific
commercial, trade, legislative, regulatory or statistical information in the Equal Employment
Opportunity Commission website, which are useful in business planning, strategy and legal
compliance.
Purpose and Function of EEOC
There are several forms of discrimination, which include but not limited to discrimination
against an individual based on their gender, age, race, color, disability, pregnancy or religion. As
such, Federal government responsibility through EEOC is mandated to ensure that it enforces
Federal laws which make discrimination of any form illegal (U.S Equal Employment
Opportunity Commission, 2016). EEOC headquarters is in Washington D.C and has 53 field
offices. According to the, U.S Equal Employment Opportunity Commission (2016), its mission
is to prevent any form of discrimination at work and also provide solutions towards alleviation of
discrimination with the view of promotion of a just and equal treatment in all work environs.

To assert its role, EEOC's mandate covers all employers with at least 15 employers or
more (U.S Equal Employment

Equal Employment Opportunity And Hrm
Introduction As a means to better understand equal employment opportunity and HRM, one can
examine the reasonable accommodations employers must make in regards to religion and disability.
In regards to such, some of the accommodations can be described, the agency responsible for such
enforcement can be examined, and two specific private sector workplace examples of religious and
disability accommodation can be noted. Through the examination of these concepts one can gain a
better understanding of equal employment opportunity and HRM. Accommodation Expectations
When taking into consideration the employment of those with disabilities or that are religious, one
ought to understand that there are several provisions established by the federal government that
stipulates the accommodations necessary to meet their specific needs. In regards to those with
disabilities there are several accommodations that employers must meet to remain within
compliance of the law. According to the EEOC, "These include: making existing facilities
accessible; job restructuring; part–time or modified work schedules; acquiring or modifying
equipment; changing tests, training materials, or policies; providing qualified readers or interpreters;
and reassignment to a vacant position" (para. 2). Through incorporating these concepts into
company policy, an organization will fail to fall out of compliance. In terms of religious
accommodation, an employer is obliged to take into consideration the accommodation

The Battle For Employment Opportunities Case Analysis
The Battle for Employment Opportunities On the labor front, blacks were disproportionately
represented in the automotive industry working in the lowest paying and menial jobs (Farley and
Danziger 27–38; Sugrue 91–124; Widick 32–33). Henry Ford, the founder of The Ford Motor
Company, noted for his offer of five dollars a day wages which led to masses of people coming to
elevate their living conditions flocked to Detroit for this opportunity (Farley and Danziger 27–38;
Sugrue 91–124; Widick 32–33). Blacks found out that even though the wages were substantially
higher than the money made in southern states, they were not typically paid the five dollars. Ford,
who was known as not being the most progressive person personally or politically, ... Show more
content on Helpwriting.net ...
Inside the auto plants were members of the Ku Klux Klan and the Black Legion, many of whom
were foremen, and there were many strikes protesting the inclusion of black workers into the
workforce (Sugrue 20, 28; Widick 33, 98). In 1943 during World War II, which accelerated the need
for labor to assist in the effort to fight fascist forces overseas, women and blacks were afforded
opportunities to work where previously they had been excluded (Gavrilovich and McGraw 47;
Sugrue 26–29; Widick 88–92). Circumstances of the inclusion of blacks into the workplace and the
adversarial response from the white workers led to a major walkout at the mammoth Packard Motor
Plant where all the white workers walked off the job, causing a shutdown of plant operations
(Horner Dykes Jr. qtd. in Stone; Hyde qtd. in Stone 87; Sugrue 83; Widick 94; 97–98.) The 1943
Race Riot Racial tensions were at an all–time high in Detroit, as the housing situation in the city was
segregated as incidents of violence against blacks who dared to move out of Black Bottom were
attacked and forced to move or reconsider purchasing homes ((Boyd 150–154; Poremba 274;
Sugrue 29, 55, 75–76 110, 260; Widick 99–112.) Unemployment was about 6% for whites and
double for blacks despite the war efforts, an additional factor into creating a recipe for a hostile
environment leading to the Race Riot

Equal Employment Opportunity Complaint Essay
Equal Employment Opportunity Complaint
In order for John to file a discrimination complaint against his employer, he is required to file a
charge with the Equal Employment Opportunity Complaint counselor or representative of the
company. Once the charge has been filed, an investigation is made, or the charge maybe selected to
an EEOC program and maybe dismissed. In this case, John is given a certain number of days to file
a lawsuit on his behalf. This process would have to go through several lengthy stages such as the
EEOC administrative process. If gone to trial it must go through filing of a summons, response and
answer, discovery process, enlisting of experts, pre–trial, actual trial and a possible appeal. In the
EEOC's Charge ... Show more content on Helpwriting.net ...
The defendant at this time must plead any affirmative defenses and show that they are not liable
because the affirmative defense rules out liability. The next step is the Discovery Process, which is
the formal fact–finding stage of litigation. There are several different types of discovery processes:
interrogatories, depositions, request to produce documents, physical and mental examinations and
request for admissions. Both sides would then request additional information from the other party or
third parties to develop their case. In most cases if privileged information is gathered, the opposing
party does not have to produce this information. In addition to information gathered, the parties may
be able to determine their opponent's theories and strengths of their courtroom presentation. Based
on their discovery plan and requests. Once the discovery process is completed, the Enlisting of
Experts process is required. The plaintiff early in the pre–trial process to determine whether he has a
viable claim must obtain this expert. The defendant will also obtain an expert to support the
defendant's theory of the case and refute the plaintiff's expert. After sufficient discovery has been
made and experts are in place, either party may move for summary judgment. If the material at hand
shows that there is no genuine issue as to a material fact, the court may rule and motion that there is
no need for a formal trial. When either party

Equal Employment Opportunity Commissions (EEOC)
The United Stated is a melting pot. People came from with different background, ethnicity, races,
and color of skins joining the workforce. The country has recognized the dynamic perspective and
set laws to protect the people. Under the Title VII, The Equal Employment Opportunity
Commissions (EEOC) prohibits to discriminate base on race, sex, religion, and national origin in the
work place. In this scenario:
Happy B. White Ltd. is a computer software firm with 50 employees –– 45 are white and 5
Hispanic. After enjoying five years of growth the firm suddenly experienced hard economic times
and decided it had to lower expenses by terminating five employees. Hap B. White, the white male
Company President, had never experienced layoffs in his ... Show more content on Helpwriting.net
...
It was clear with fact and evidences to prove the case. The evidences were mostly obvious and
would not cloud the judgments in this theory. In the other hand, the disparate impact theory, the
plaintiff must prove their points. Evidences could be there, but wrongly represent them the judgment
could go different ways. In this theory, plaintiff must be very careful with their words, examining all
the situations before present the

Equal Employment Opportunity Commission and Electronic...
|[pic] |HRM/546 Syllabus | | |School of Business | | |Human Resource Law | Copyright © 2009, 2007
by University of Phoenix. All rights reserved. Course Description This course prepares human
resource managers to comply with human resource laws and regulations across all jurisdictions.
Students learn how to manage human resource functions within a regulatory ... Show more content
on Helpwriting.net ...
| | | | |How might managers in an organization use knowledge of employment–at–will and its
exceptions | | | | |to protect the interests of the organization? | | | |Week Two: Application of Laws
That Affect the Employment Relationship | |

Equal Employment Opportunity Diversity
Equal Employment Opportunity, Affirmative Action, and Workforce Diversity:
Cases, Laws, Philosophies, Values and their Future
John Nelson
Arkansas State University¬
Abstract
Equal Employment Opportunity (EEO), Affirmative Action and Diversity are key concepts of public
human resources management in the United States. Human Resource Managers must pay careful
attention to these concepts and their values in order to keep their work place compliant, positive and
free of controversy. One has to understand the values, history and laws that have shaped each of
these concepts. This essay will attempt to briefly outline each concept, divulge briefly into their
formation and project their evolution in the future based on the author ... Show more content on
Helpwriting.net ...
If this level of customer service is adopted by policy in a public agency, it will soon become evident
in the management style and eventually will trickle down into the hiring. If a public agency can
adopt a high–level customer service policy, that constantly seeks feedback from its customers, the
tax–payer. If this feedback, then become a factor for evaluation and appraisals, the management and
hiring will become conscious of efficiency and try to mimic the diversity of the population in their
hiring. This aggressive diversity management system coupled with EEO could be great option for
public agencies to be diverse and eliminate Affirmative Action. While the author understands that
there are other complex issues and arguments surrounding this topic, the concept of the tax–payer
forcing the public agency to diversity, just as a the customers force a business to diversity is an
appealing process to the

Discrimination has quickly become one of the top causes of lawsuits facing businesses today. The
Equal Employment Opportunity Commission (EEOC), the federal agency responsible for enforcing
anti–discrimination law, reported that individuals filed 88,778 discrimination charges in 2014 alone–
35% of those claiming race discrimination and 29.3% claiming gender discrimination ("Charge
Statistics"). Discrimination is defined as the "treatment or consideration of, or making a distinction
in favor of or against, a person or thing based on the group, class, or category to which that person
or thing belongs rather than on individual merit" ("Discrimination"). With so many businesses being
affected by these lawsuits, it is critical ... Show more content on Helpwriting.net ...
Juarez was finally promoted in 2004, but only after complaining to the company's human resources
department. However, she became pregnant in 2005, and the issue immediately worsened (Davis).
When Juarez informed her district manager that she was pregnant, she retells, "He said, 'I feel sorry
for you. Congratulations. ' And he didn 't say it in a positive tone, but a frustrated and upset tone"
("Judge Hears Challenge..."). She claims that her assigned list of job duties immediately doubled
after sharing her news, including redoing displays that she felt did not need to be redone. Although
she met all of her monthly sales targets, she claims that this same district manager constantly berated
her and suggested she step down because she couldn't handle the responsibilities of the job while
with child. "He was constantly telling me, 'You can 't handle it. You can 't perform under your
situation, '" said Juarez. ("Judge Hears Challenge..."). According to her complaint, this type of
harassment continued even after she gave birth to her son in 2006, and when she refused to quit she
was demoted back to her former position as parts sales manager. AutoZone claimed she was
demoted for poor performance, needed improvement in many areas, and was not meeting
expectations.

Equal Employment Opportunity Commission (EEOC): Case Study
Equal Employment Opportunity Commission
The equal employment opportunity commission (EEOC) demands that each and every person in the
US is treated equally for a job opportunity despite their religious affiliation. There are various
expectations in employment as far as religion and persons with disability are concerned. The
baseline is to make sure that people are not judged by their disability or religion when it comes to
employment. The employment guidelines require that someone is judged by their ability to perform
a given task. As such, the EEOC provides the guidelines to all employees, and they expect the
guidelines to be followed by all employers (Reminger.com, 2015). The paper looks at the
Reasonable accommodation expectations concerning ... Show more content on Helpwriting.net ...
Instead, an alternative schedule can be made for them. At some other times, this problem may be
fixed through voluntary shift switches between the employees. At some other times, the religious
belief can conflict with a religious practice or a religious belief and the safety requirements or the
regulations for that matter. Sometimes, there tends to be no accommodation that takes care of such
scenarios. In a situation where no compromise addresses the conflict between the religion and the
safety requirement, the law regards to such as unreasonable since it causes some hardship for the
employee. Many issues and scenarios raise eyebrows about the discrimination against some
employees. However, employers should do all they can to ensure that they stick to the EEOC
guidelines or risk court cases. The EEOC enforces all the requirements in collaboration with the
courts of law which settles any dispute that arises (Reminger.com,

Equal Employment Opportunity And Discrimination Legislation
Equal employment opportunities (EEO) revenues abolishing barriers to guarantee that all employees
are well thought–out for the employment of their optimal and have the fortuitous to perform to their
maximum potential. It also makes certain that workplaces are at liberty from all forms of unlawful
discrimination and harassment, and providing programs to assist members of EEO, groups to
incredulous past or current disadvantage. Equal employment opportunity covers discrimination,
privacy and related topics such as harassment, bullying and victimisation. Equal employment
opportunity and discrimination legislation, which has been premeditated to make sure all applicants
are treated fairly. Common intelligence will usually succeed, but take caution

The Role Of Employment Opportunity In Don Peck
Why each candidate's plan is able to create how many jobs, during his/her tenure. Whether for
governor, vice president or president campaign. They know how to get more votes, and what the
most important thing to people is, creating jobs. In Don Peck, we know the unemployment is rising
by the economic downturn. We quote, 'a lack of opportunities may have played a larger role.' (Peck
300) The employment opportunity has become a hot topic among people, especially among the
youth. Currently, many youth are living in a stage of employment opportunity inequality, many new
graduates cannot find a stable jobs, and they do not have change either. Some of them continue to
study, but unable to pay the tuition fees; some of them are forced to move back

Equal Employment Opportunity Law
III. Know the Law (15) Below is a list of all laws in place that reflect on Equal Employment
Opportunity and a brief description of each law:
1. Civil Rights Acts of 1964 – EEO (Equal Employment Opportunity Law) it is illegal to
discriminate against employees based on race, color, age, nationality, etc.
a. Pregnancy Discrimination Act: it is illegal to discriminate against a women based on her
pregnancy status, illness due to child–bearing, child–birth, etc.
2. Equal Pay Act of 1963 – it is illegal to pay different amounts to men and women for performing
equal jobs.
3. Age Discrimination Act of 1967 – it is illegal to terminate or not hire a person over 40 for their
age.
4. Disabilities Act of 1990 – it is illegal not to hire a qualified person ... Show more content on
Helpwriting.net ...
 Managers are especially vigilant when it comes to promoting an inclusive culture in their
company.
 Diversity and inclusion is regarded as a core value to the company. Open communication
channels are established to encourage respect, trust and confidence between the employer and
employee.
 Disputes are dealt with professionalism and promptness. Managers take efforts to encourage
employees to voice their concerns without fear or hesitation.
 Employer Branding initiatives are used to portray the company as an 'Employer of Choice'; one
that actually upholds the EEO principles and not just sham concern for them.
 Employers establish strong anti–harassment policies. They educate their employees regularly on
these policies and on ways to exercise their rights in an event of harassment.
 Most importantly, EEO employers take prompt actions while maintaining required discreteness in
sensitive cases. This helps the employee to be at ease knowing the company will be fair in
safeguarding the employee's

Equal Employment Opportunity Commission: Case Study
The Equal Employment Opportunity Commission or otherwise known as the EEOC is responsible
for making it illegal to discriminate against a job applicant and or employee ("EEOC," n.d., para. 1)
based upon Title VII of the Civil Rights Act of 1964, which was founded in order to safeguard
employees in the United States from certain forms of discrimination. Title VII of the Civil Rights
Act of 1964, which forbids employers from centering employment decisions to wit, compensation,
terms, conditions, or privileges on a person's race, color, religion, sex, or natural origin (Gomez–
Mejia, Balkin, & Cardy, 2012, p. 97).
Honolulu City Council members agreed to pay $4.7 million to settle a lawsuit that says the Honolulu
Police Department engaged in racial and sexual discrimination (Riker, 2016). This was a 2010 case
in which it was alleged that the Honolulu Police Department placed officers' lives in jeopardy by
simply refusing backup during routine nighttime traffic stops that was related to a DUI task force.
The lead officer Sergeant Shermon Dowkin, on the DUI team was black and the patrol commanders
were Asian American, it was alleged they had instructed other officers to not provide back up to
Dowkin's team based on race (Riker, ... Show more content on Helpwriting.net ...
Very interdependent understands synergy, and not only can explain what it's done, how you do it,
but the most important part, why we do it and has a 50,000–foot view below them (H. D. Crisp,
personal communication, February 9, 2016). Additional documented training should be provided by
the Human Resource Department in the proper procedure or reporting these types of actions with the
hopes of catching these issues as small problems before becoming large legal

Equal Employment Opportunity And Employee Rights
Equal Employment Opportunity and Employee Rights Review Many laws have been put into place
to protect employees and employers. The Americans with Disabilities Act of 1990 (ADA) and the
Equal Employment Opportunity Act of 1972 (EEOA) are two such acts. These laws protect workers
from termination for causes outlined in the acts. Drug testing has become popular for many
businesses in today's society. It upsets many employees because they think that what they do in their
own time does not affect what they do at work. Summary ADA prohibits discrimination against
those with disabilities (DeCenzo, Robbins, & Verhulst, 2013). Part of their definition of someone
with a disability is one who has a physical or mental impairment that limits one or more major life
activity (DeCenzo, Robbins, & Verhulst, 2013). To be protected a person with a disability must be
capable of performing the essential functions of the job with or without reasonable accommodations
(DeCenzo, Robbins, & Verhulst, 2013). The qualified person must meet the necessary requirements
for the position (DeCenzo, Robbins, & Verhulst, 2013). For example, an employee for Pizza Hut
must have a food handler 's card. Essential job functions need to be specific in the job descriptions
(DeCenzo, Robbins, & Verhulst, 2013). Reasonable accommodations include activities or
modifications to the work environment that allow the qualified person to perform the work
(DeCenzo, Robbins, & Verhulst, 2013). For example, the installation of

Equal Employment Opportunities In The US
Equal Employment Opportunities are a huge deal and there are many important milestones the US
has taken to get where we are today. Even though the working industry is not perfect and there are
still problems, the EEOC(Equal Employment Opportunities Commission) was created and helps to
prevent discrimination in employment. The EEOC was created by congress in 1964. It was passed
after the Civil Rights Act in 1964. This was written and states that discrimination in employment
based on color, national origin, race, religion, and sex is not allowed. Almost immediately after this
was issued as the law, the EEOC received thousands of complaints more than expected. It's crazy to
think so much discrimination in the workplace happens but the facts are

Equal Employment Opportunity Commission (CRA)
In 2008, Samantha Elauf was denied a sales clerk position at Abercrombie & Fitch because her hijab
violated the company's "look policy" (Levinne, 2015). The policy prohibited employees from
wearing head coverings but Ms. Elauf claimed that she was not informed of the policy. She filed a
claim with the Equal Employment Opportunity Commission (EEOC) who then filed suit against
Abercrombie & Fitch on her behalf. The company denied that its policy was discriminatory because
it prohibited all types of headwear. It also contended that Ms. Elauf did not request religious
accommodation; therefore, they did not know she needed it (Levinne, 2015). When the case was
argued in the Supreme Court in February 2015, Justice Sotomayor declared this claim unusual ...
Show more content on Helpwriting.net ...
These characteristics include are, disability, ethnicity, gender, marital status, national origin, race,
religion, and sexual orientation. Thus, religious discrimination involves treating an individual or
group differently because of their religious beliefs or practices. As previously mentioned, the CRA
was originally created to protect the civil rights of certain groups based on certain characteristics.
Religion differs from those groups because it involves observances and practices that may interfere
with an employee's work (Ghumman et al., 2013). Therefore, the CRA was amended in 1972 to
protect such accommodations. Within the scope of the amendment, religious discrimination can be
claimed on the grounds of (1) disparate treatment (2) religious harassment (3) failure to reasonably
accommodate religious beliefs and (4) retaliation against a claimant (Ghumman et al.,

Equal Employment Opportunity Law
Equal employment opportunity The United States Equal Employment Opportunity Law as stated on
Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from
discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification,
referral, and other aspects of employment, on the basis of race, color, religion, sex (including
pregnancy), or national origin. According to the case study, Doohickeys U Need Inc. is evidently
violating the labor law by not providing its employees equal employment opportunities for
promotions, hiring, discharge, fringe benefits, and job training, allowing management to create an
environment of discrimination motivated advances based on race and gender. As a ... Show more
I'd recommend for the company to update and expand their current health benefit plan by creating
options of health benefits according to its employee's necessities and the company capabilities. It is
also crucial to upgrade the current retirement system sponsor by the company, to allow all
employees to set up obtainable personal goals to retired with dignity and the necessary means to
enjoy the fruits of their labor. By upgrading the current health benefits plan and retirement system,
the company will experience an improvement in morale, job performance, quality labor, and the
indispensable employee

Equal Employment Opportunity Commission (APA)
In an attempt to improve the chances of securing and promoting high potential individuals for
strategic and competitive reasons, organizations have increased the use of assessment measures in
the workplace, attracting the scrutiny of the courts and enforcement agencies (Ashe & Lundquist,
2010). These authors posited that the reason for this increased scrutiny arises from the fact that even
in spite of the fact that organizations may not harbor a negative or illegal intent, disparate impact, or
the unintended negative outcome of a testing measure upon a protected class have been reported.
According to these authors, some of the existing statutes that inform the acceptability and
appropriateness of selection procedures included Title VII of the Civil Rights Act of 1964, the
Americans with Disabilities Act, and the Age Discrimination in Employment Act of 1967. With that
in mind, they outlined the legal and professional standards that have evolved to guide the content
and context of assessment applications. The Uniform Guidelines, adopted by the Equal Employment
Opportunity Commission (EEOC), the Civil Service Commission, the Department of Labor, and the
Department of Justice set out to develop common principles that would assist various contracting
stakeholders of the ... Show more content on Helpwriting.net ...
These authors opined that both the Standards and guidelines reflected an attempt by practitioners to
offer an alternative to the "rigid segregation of validation categories into content, criterion–related,
and construct validity" (p. 650) framework proposed by the Uniform Guidelines as discussed

Future Employment Opportunities In The United States
The future economic challenge I foresee for the United States is the future employment prospects of
our young adults. Unemployment is a current economic issue in the United States. Future
employment opportunities, in particular with young adults are a major concern. These Millennials
are coming and have begun to enter the work force in record numbers. However, they are more
educated than any of their historical counterparts. According to Council of Economic Advisors,
"about 61 percent of adult Millennials have attended college, whereas only 46 percent of the Baby
Boomers did so" (www.whitehouse.gov). That is awesome; however, these young adults face an
uncertain job market, student loan debt and a stable, but weak economy which determines their
future financial earnings. Becoming employed is a significant period in a young adult's life; it's the
right of passage into the adult ... Show more content on Helpwriting.net ...
For example, my son, a recent college graduate found a job working as a substitute teacher. He's
been out of work 8 months. This was not the job he wanted, but it was available to him. On the other
hand, his younger brother is not faring well, his job search has been 9 months and counting. The
statistical data on employment opportunities for our young men and woman is astounding.
According to a report by, U.S. Congress Joint Committee Chair Rep Carolyn B. Maloney "Young
adults constitute almost 10 percent of the labor force (9.8 percent); their unemployment rate was
17.2 percent in April. (jec.senate.gov n.d.) The difference centers around the fact that businesses do
not give the impression to be employing–or, at least, do not appear to be employing young workers.
Additionally, I believe that if businesses and Government don't devise a way to get these millennials
employment the universal law of sowing and reaping will come

The Employment Opportunities Of A Human Resource Manager
Introduction
This report aims to analyse the current employment opportunities of a Human Resource Manager. A
human resource manager, as defined on businessdictionary.com, is an "Individual within an
organization responsible for hiring new employees, supervising employee evaluations, mediation
between employees and bosses as necessary, and general overseeing of the personnel department".
The report will contain an analysis of the current about market trends, an evaluation impact of
external factors influencing work and career patterns, the analysis of advertising, recruitment and
selection methods and the analysis of relevant professional standards and competences for both, the
United Kingdom and Brunei Darussalam.
1. The current labour ... Show more content on Helpwriting.net ...
Places are rated hard to fill due to responses such as recruiting migrant workers, hiring apprentices
and upskilling the existing workforce which had a higher proportion of 16% in the public sector. The
public secor has recently been leaning towards young graduates to fill in vacancies but may have a
hard time attracting graduates as four out of ten employers have seen cuts in training budgets over
past two years.
Overall, CIPD predicts that the labour trend will continue to strengthen in last few months of 2015
and difficulties with recruitment will increase but moderately as employers aim to recruit graduates
and train workers to aid the labour supply.
1.2 Brunei Darussalam
Brunei Darussalam is a country located on the north– west coast of Borneo. The workforce (total of
204,800 in 2011) in Brunei Darussalam is heavily populated in the public sector (about three–
quarters), mostly with locals. The employment rate of adults is 63.3%. Migrant workers mostly
work in the private sector of about the same proportion as locals in the public sector.
Jobs in the public sector are quite limited as a lot of people are applying to work in the government
due to the fringe benefits, therefore, selection is quite tight due to limitations in places but in 2011,
the unemployment rate in Brunei decreased from 9.3% to 6.9%. Some locals work in the private
sector, temporarily, to wait out vacancies in the government sector which will contribute to
unemployment. It is predicted

Equal Employment Opportunity Commission Vs. Abercrombie
Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores, Inc. Businesses have
been the heart of economic growth since the beginning of the United States. Not only has businesses
been at the center of this nation but also freedom of religion as well. In this case, Equal Employment
Opportunity Commission v. Abercrombie & Fitch Stores, Inc., its how the business (Abercrombie &
Fitch), denies Samantha Elauf the job at that store because she wore a head scarf because she was a
practicing Muslim. Abercrombie "Look Policy" Abercrombie is a national chain of clothing stores
that makes their employees where certain clothing that complies with their "Look Policy". Their
look policy doesn't allow employees to wear black clothes and caps. Caps aren't defined in this
"Look Policy", so if a question comes up in the interview, the interviewer is supposed to contact
human resources to see if the head scarf will be accommodated. Who is Samantha Elauf? Samantha
Elauf applied for a position at Abercrombie and Fitch and at the time was a practicing Muslim. She
would wear a headscarf every day because it was a part of the practicing of the Muslim faith. In
doing this she wore it to her interview as well and nothing was mentioned of it by the interviewer or
Elauf. Even though nothing was discussed about it, the district manager was contacted and decided
to lower her appearance score which prevented her from being hired. In my opinion, this is seen as a
fail on the interviewers

The Equal Employment Opportunity Commission (EEOC) is the federal agency charged with the
enforcement of Title VII of the Civil Rights Act of 1964,1 the Americans with Disabilities Act,2 and
the Age Discrimination in Employment Act.3 Five commissioners appointed by the President and
confirmed by the Senate govern the EEOC. Each commissioner serves a five–year term, and no
more than three commissioners can be from the same political party.4 The President also appoints a
General Counsel of the Commission with the advice and consent of the Senate. The General
Counsel serves a term of four years and is charged with conducting litigation brought by the
EEOC.5 The EEOC also is charged with promulgating regulations to carry out the provisions of
Title VII.6 The EEOC regulations are published in Title 29 of the Code of Federal Regulations.
Additionally, the EEOC issues guidelines to assist in interpreting Title VII. The U.S. Supreme Court
has noted that " 'EEOC Guidelines are not administrative regulations' promulgated pursuant to
formal procedures established by Congress. But ..., they do constitute the '[t]he administrative
interpretation of the Act by the enforcing agency,' and consequently they are 'entitled to great
deference'" by the courts.7 3:8. Equal Employment Opportunity Act of 1972 The Equal Employment
Act of 1972 extended Title VII of the Civil Rights Act of 19641 to include coverage of employees of
the federal government.2 This coverage extends to, among other

Equal Opportunity Employment Policy
To glorify God by providing quality work, upholding integrity, and expressing our love and
appreciation for people that shows through everything we do
Our Company Beliefs Our company strives to treat each employee like family. We strive to never lie
or cheat any employee or our customers. Honesty and integrity must not be undermined. Fair
connections and trust are crucial for our business goals and achievement. We are completely
dedicated to the wellbeing and security of our workforce and on the assurance of our neighbors,
nature and our advantages. We exist to help our outside clients accomplish their business targets. To
succeed, we should comprehend our clients' organizations and reliably convey what they esteem
most. Individuals are our ... Show more content on Helpwriting.net ...
Sexual harassment is characterized as unwelcome lewd gestures, demands for sexual favors or other
verbal, visual or physical behavior of a sexual nature, Cases of inappropriate behavior include:
unwelcome or spontaneous lewd gestures; showing sexually suggestive material; unwelcome sexual
teases, progresses or recommendations; suggestive remarks; verbal misuse of a sexual nature;
sexually situated jokes; rough or foul dialect or motions; realistic or verbal critiques around an
individual's body; showcase or conveyance of foul materials; physical contact, for example, tapping,
squeezing or brushing against somebody's body; or physical ambush of a sexual nature.
Open Door Policy
This organization has an open door policy and welcomes employee interaction. This organization
takes representative concerns and issues sincerely. This organization values its employees and
endeavors to give a positive work experience. Representatives are urged to bring any working
environment concerns or issues they may have or think to their manager or owner or individual from
our administration.
Code of

The Equal Employment Opportunities Commission
The Equal Employment Opportunities Commission (EEOC) is in charge of implementing
government laws such as Title VII of the Civil Rights Act, 1964 and Title I of the Americans with
Disabilities Act of 1990 (ADA), which make it unlawful to oppress an occupation candidate or a
worker in light of the individual 's race, color, religion, sex, national origin, age, disability or
hereditary data. (US Equal Employment Opportunities Commission, 2015) The laws apply to a wide
range of work circumstances, including contracting, terminating, advancements, harassment,
training, wages, and benefits. Businesses with no less than 15 representatives are secured by EEOC
laws, and additionally most worker 's unions and business agencies are likewise secured. The EEOC
has the power to examine charges of oppression against business employers who are secured by the
law. Their part is to survey the claims in the charge and make a finding based on the results of their
investigation. If discrimination has happened, they attempt to settle the charge. If still they are not
effective, they have the power to file a suit to ensure the people's rights. (US Equal Employment
Opportunities Commission, 2015) Section 2000e–5. [Section 706] of Title VII of the Civil Rights
Act of 1964 enforcement provisions prevent unlawful employment practices such as harassment,
including sexual harassment. Marwan not only passed salacious comments and motions at one of his
co–workers, but also to the female park guests.

The Importance Of Equal Employment Opportunity
Equal employment opportunity is vital and considered important to be practiced in organization. If
employees in their jobs perceived that they have the same opportunity they in turn will have lower
intention to leave the organization (Konovsky, 1989). If an organization may offers its employee
equal opportunity and also equal benefits for recognizing their efforts, employee in return for this
opportunity and benefits will become highly committed to the organization and develops in them a
sense of obligation to reciprocate to the organization. It helps in reducing the turnover intentions in
the organization among employees (Tansky & Cohen, 2001). For example, provide equal
opportunity for salary growth and training. There was another researcher illustrating main
emphasize in an organization should be on improving the issues related to fair hiring practices, fair
workload distribution and enhancing equal opportunities in career development or promotion in
order to reduce turnover intentions (Chambers, 2008).
According to Poon (2004), there are reported results which show that employees' intentions to quit
will be affected due to lack of equal employment opportunities in the organization. Moreover, it is
found that an employee in the work place who feels that an organization provide equal employment
opportunity by showing support in terms of caring or his or her well–being will be motivated to stay
with that organization (Godfrey, 2010).
H4. Equal employment opportunity is

Equal Employment Opportunity Commission Analysis
In 1941, president Franklin D. Roosevelt signed executive order 8802. Order 8802 prohibited
government contractors from engaging in employment discrimination based on race, color, or
national origin. This signed executive order was the first ever step to end employment
discrimination. Executive order 9981 signed by president Harry S. Truman in 1948, ordered the
desegregation of individuals within the armed forces. The document required the equality of
treatment and opportunity within the military without regard to color, race, and national origin.
In 1961, president John F. Kennedy signed executive order 10925, prohibiting federal government
contractors from discrimination on account of race. It was at this time that previous presidential ...
Show more content on Helpwriting.net ...
"The time has come for Congress to correct the defects in its own legislation. The promises of equal
job opportunity made in 1964 must [now] be made realities..." This was the report that accompanied
the bill.
The amendment resulted in the EEOC having litigation authority. Educational institutes are subject
to Title VII (protecting woman and minorities in the field of education), state and local government
are no longer exempt form Title VII, federal government is also subjected to Title VII. The number
of employers covered under Title VII are increased by reducing the number of employees. Charging
parties now have a longer time to file a charge. As a result, the president, rather than the EEOC
chairman selects the general council.
The EEOC has served 35 years of ensuring promise of opportunity to the United States and will
continue to do so. The values of fairness, effectiveness and efficiency shall continue to be embodied
and will stand for the nation's civil rights!

Equal Employment Opportunity Essay
Throughout the years the United States has faced many challenges with equal employment
opportunities for everyone. The United States has developed The Equal Employment Opportunity
Commission, also known as the EEOC, to enforce laws that help prevent everyone from being
treated unfairly when it comes to employment options. The EEOC has established stipulations and
overlooks all of the federal equal employment opportunity regulations, practices and policies
("Federal Laws Prohibiting Job Discrimination Questions and Answers"). Some laws that have been
passed are the Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964 and Age
Discrimination in Employment Act of 1967. Although some discrimination is still a problem, all of
these ... Show more content on Helpwriting.net ...
With the same exemption as Merit System, Seniority Plans are also exempt which means that a
company that ties pay notes to seniority can pay a man more if he has been with the company longer
than the female co–worker. In conclusion the EPA indicates that any other factor other than sex may
be used to justify different pay rates (Gomez–Mejia, Luis R.). Industries of commerce and
productions of goods for commerce have depressed wages and standards of living based on sex
which resulted in the declaration of purpose. The EPA is necessary for every one's health and
efficiency. The purpose of declaration is that discrimination of sex in the work force prevents the
most efficient level of labor resources, causes problems with in the labor force, prevents and burdens
commerce and symbolizes an unfair competition between individuals. This is one of the reasons
why the EPA is created to solve these complications. If employers use sex discrimination in the
work force they will face penalties. Some penalties are fines and imprisonment, employers are liable
for damages done to the employee, employer must pay wages and compensation that was held from
the employee and the employer must provide savings provisions ("The Equal Pay Act of 1963").
Preventing sex pay discrimination is just one way that Equal Employment Opportunities
Commission is trying to make everyone equal. The Title

The United States Equal Employment Opportunity Commission
The United States Equal Employment Opportunity Commission, otherwise known as the EEOC, is
responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or
employee because of the person's race, color, religion, sex, pregnancy, gender identity, sexual
orientation, national origin, age if 40 or older, disability or genetic information. This also protects
individuals who have previously filed a complaint or charge related to discrimination or because of
personal involvement in an investigation or lawsuit concerning employment discrimination. This
coverage includes employers with 15 employees, but that number changes to 20 employees in age
discrimination cases as well as labor unions and employment agencies. The laws concerning EEOC
apply to all types of situations; hiring, firing, promotions, harassment, training, wages and benefits.
As EEOC as an organization, has the authority to investigate charges of discrimination against the
previously described employers who are covered by the law. The role the EEOC plays is to fairly
and accurately evaluate the accusations made by the employee and come to a conclusion. If it is
confirmed that discrimination has occurred, their job is to settle the charge in the appropriate
manner. If there is not sufficient evidence then it is their responsibility to file a lawsuit to protect the
rights of the employee filing the complaint and protect the interests of the public. Lawsuits are not
always

Employment Opportunities For Job Jobs
{{Volunteer|Helper|Unpaid} {Jobs|Work|Employment Opportunity|Job Openings} That Will {Land
You|Result In|Give You} A {Full Time Job|Permanent Job|Regular Employment}|
{Using|Exploiting|Making Use Of} {Volunteer|Helper|Unpaid} {Jobs|Work|Employment
Opportunity|Job Openings} To {Get|Obtain} {Full Time Employment|Full Time Job|Permanent
Job|Regular Employment}| {Changing|Replacing|Substituting} Your {Part Time Job|Temporary
Employment|Side Job|Unpaid Job|Volunteer Job} Into {Full Time Employment|Full Time
Job|Permanent Job|Regular Employment}}
{The need for gainful employment is only offset by the lack of enough opportunities in the job
sector|Only when one begins to search for a job, does one realize how difficult it is to get
one|Getting employment that pays well is difficult and one comes to know of this when one searches
for one}. {Once you have attained a certain age, you must begin your career hunt|This stage in life
comes eventually for everyone|One must get a job to get on with life}. {Here are some volunteer
jobs that will land you a full time job|Let us gather a group of jobs that you begin part time while
looking for permanent placements|You can see in this article how one may keep doing voluntary
work and check on the opportunities for regular job postings}.
{First, you are not out there to do social service|You have to remember that you are not donating
your time and effort|When you begin, keep in mind that the work you do is having a purpose}. {The
job you land

2/21/2015
Providing a place of employment has lead to numerous benefits for employers and employees.
When having a diversity of people working for a company, different types of personalities
intermingle with each other on a day – to – day basis. Even though having a diverse group of people
coexist in the workforce can serve a huge benefit to the company, it can also lead to problems
amongst coworkers. In order to make sure everyone is treated fairly, the Equal Employment
Opportunity Commission (EEOC) was created to enforce federal regulations for equality in the
workforce (smallbusiness). The EEOC pursues complaints about hiring or firing based off of certain
factors such as, race, religion, age, ... Show more content on Helpwriting.net ...
In addition to, the supervisor may have not been fully aware of what is and what is not appropriate
in the workforce. To avoid all of this confusion, during the on boarding process, all new employees
should sit in on either a lecture or video informing them what is and what is not sexual harassment
and how to handle the situation. A recommendation for the owner with regards to preparing a
response to the EEOC is to inform them that mediation will be taken place first. To prevent any
court fees and legal fees see if the situation can be resolved verbally as well educating all employees
on their rights. Even if the employee is an immigrant with a work visa, the law protecting US
citizens still applies to them.
Work Cited:
Employment Rights of Immigrants Under Federal Anti–Discrimination Laws. (n.d.). Retrieved
February 22, 2015, from http://www.eeoc.gov/eeoc/publications/immigrants–facts.cfm
Sexual Harassment. (n.d.). Retrieved February 22, 2015, from
http://www.eeoc.gov/laws/types/sexual_harassment.cfm
The Charge Handling Process. (n.d.). Retrieved February 22, 2015, from
http://www.eeoc.gov/employers/process.cfm
The Importance of the EEOC. (n.d.). Retrieved February 22, 2015, from
http://smallbusiness.chron.com/importance–eeoc–63678.html
Title VII of the Civil Rights Act of 1964. (n.d.). Retrieved February 22, 2015, from

Equal Employment Opportunity Commission (EEOC)
Between 2006 and 2012, the number of charges filed with the Equal Employment Opportunity
Commission has increased. (Book chart page 934) Meaning, people (especially women) are not
being treated fairly in regards to employment. This includes judgement against them with things
such as their race, religion, sex, appearance, national origin, etc. Today there are stricter rules when
it comes to discrimination in the workplace. These rules don't just benefit women, they benefit
everyone in some way. These rules, or laws, are referred to as Title VII.
These laws that protect our rights with employment are governed by the Equal Employment
Opportunity Commission (EEOC). Their obligation is to enforce federal laws that make
discrimination against a job ... Show more content on Helpwriting.net ...
When it comes to religion, Title VII handles those claims differently than the others. Things such as
gender, skin color, facial features, or ancestry are considered immutable traits because we aren't able
to choose them. Immutable traits are those that are a characteristic of status. Discrimination based
on these kinds of traits is forbidden. Another kind of trait you can have is called mutable traits. That
would be any trait that is considered conduct or something you are able to choose. Since religion is
something you are able to choose, or maybe you are born into it, it can be considered both an
immutable and mutable trait. This is why claims based on religion need to be handled differently
because they may be difficult to administer. (Misperceptions Matter)
In a matter of working out the issues with religion, Congress added an amendment to Title VII.
Employers are responsible for protecting the employee's religious beliefs, practices, and conduct, by
accommodating the employee. This is true for cases that don't unduly burden the employer. With the
addition of the amendment, Congress has eliminated the confusion with whether or not religion is
considered to be an immutable or mutable trait. (Misperceptions

Equal Employment Opportunity History and Laws
Running head: Equal Employment Opportunity History and Laws
Equal Employment Opportunity History and Laws
Nickki LaCour
Grand Canyon University: AMP–434 Human Resources
December 1, 2011
Equal Employment Opportunity History and Laws Many of us have heard of or have been made
aware of the phrase Equal Employment Opportunity (EEO). But how many of us genuinely
comprehend the criterion of EEO and why it subsists? Equal Employment Opportunity laws are
designed to give all workers fair consideration on the basis of job performance rather than any
irrelevant personal factors. These laws are in place in order to prevent bias, prejudice, bigotry, and
inequity against anyone due to physical abilities, race, religion, gender, or age. ... Show more
Sections 102 and 103 of the Civil Rights Act of 1991 "The Act authorizes compensatory and
punitive damages in cases of intentional discrimination, and provides for obtaining attorneys' fees
and the possibility of jury trials. It also directs the EEOC to expand its technical assistance and
outreach activities (Federal EEO Laws, 2011).
Sections 501 and 505 of the Rehabilitation Act of 1973
This act is much like the ADA, the only difference is that the Rehabilitation Act is that it focuses on
the federal government. "The Rehabilitation Act of 1973 was the first "rights" legislation to prohibit
discrimination against people with disabilities. However, this law applied to programs conducted by
Federal agencies, those receiving federal funds, such as colleges participating in federal student loan
programs, Federal employment, and employment practices of businesses with federal contracts"
(The Rehabilitation Act of 1973, 2011). Section 501 demands affirmative action and bans
discrimination in employment by Federal agencies. Section 505 includes steps managing solutions
and attorney's expenditures under Section 501 (The Rehabilitation Act of 1973, 2011).
The Genetic Information Nondiscrimination Act of 2008 (GINA) GINA makes it against the law to
discriminate against employees or applicants because

Eeoc
EEOC Presentation
Resource: the Equal Employment Opportunity Commission (EEOC) website
Explore the EEOC website (http://www.eeoc.gov) to learn more about the organization.
Click the About the EEOC link and select Newsroom. Select a press release about an employee
lawsuit published within the last 6 months.
Search the Internet to find at least one news item about this lawsuit, preferably from a news source
in the state in which the incident occurred.
Federal Jury Awards Exel Employee $500,000 in Sex Discrimination Case
6:05 pm, June 11th, 2013
A federal jury in Atlanta has awarded a female employee of Exel Corp. $500,000 after determining
that the company denied her a promotion because she was a woman, the Atlanta ... Show more
It is also illegal to discriminate against a person because the person complained about
discrimination, filed a charge of discrimination, or participated in an employment discrimination
investigation or lawsuit.
The EEOC's role in this lawsuit.
EEOC's role in this case was to file lawsuit against the employer (Exel) on behalf of the employee
Contrice Travis and to protect the rights of this employee and the interests of the public.
Whether or not this lawsuit promotes social change; justify your reasoning.
"This verdict is a blow against sex discrimination and reaffirms that women should be allowed the
full opportunity to advance in an organization based on merit," EEOC General Counsel David
Lopez said after the jury rendered its verdict. If all discrimination cases gets the headline and
attention, it will promote social changes but not all cases are heard (reported) or brought to surface
(lawsuit filed). We have to do our best to educate and promote equal rights to all people and
understand that discrimination of any kind is not healthy to society.
A comparison of the EEOC press release to the news item. What accounts for the differences?
Actually, the press release by EEOC and the news blog was pretty much in tune with each other and
the accounts were similar with no indication of differences.

Strategies you would implement, if you were a senior manager of this company, to ensure future
compliance and inclusion in the multicultural

Essay about Civil Rights and Equal Employment Opportunity
It may be difficult for the younger generations to comprehend the idea of discrimination, and the
turmoil our country once faced in its efforts to end the intolerant treatment of our fellow Americans.
Part of this is due to the massive strides our country has taken since the Civil Rights Act of 1964
took effect nearly 50 years ago. Our current President is of African American decent, we not only
have women sitting on the U.S. Supreme Court, but minority Justices as well. Still, with the leaps
and bounds we as a country have made, discrimination still exists in not only our daily lives, but in
the job market as well. Anti–discrimination legislation has been part of our country's history for 145
years. In 1866, Congress passed the ... Show more content on Helpwriting.net ...
It's clear that our country was headed in the right direction, but after hundreds of years of slavery
and a lack of women's rights, changing the minds of millions of Americans would not be easy.
During the 1960's the Civil Rights movement was gaining momentum and was felt at the top level
of our government. Prior to his death, President Kennedy was working on a civil rights act that
would be later signed in to law by his successor, President Johnson. Title VII of The Civil Rights
Act of 1964 makes it illegal to:
Discriminate against someone on the basis of race, color, religion, national origin, or sex. The law
also makes it illegal to retaliate against a person because the person complained about
discrimination, filed a charge of discrimination, or participated in an employment discrimination
investigation or lawsuit. The law also requires that employers reasonably accommodate applicants'
and employees' sincerely held religious practices, unless doing so would impose an undue hardship
on the operation of the employer's business (Laws, n.d.).
Born out of the Civil Rights Act of 1964 is the Equal Employment Opportunity Commission. The
E.E.O.C. is charged with enforcing the laws that prohibit discrimination of a protected class in all
aspects of the employment process. In other words, they ensure employers act fairly in hiring, firing,
promoting, giving raises, testing and training (Teaching, n.d.). Since its inception, the power of the
E.E.O.C.

The Equal Employment Opportunity Commission Essay

Recommended

Recommended

More Related Content

More from Dana Boo

More from Dana Boo (20)

Recently uploaded

Recently uploaded (20)

The Equal Employment Opportunity Commission Essay