Chapter 21 Lesson

Chapter 21 Lesson - Chapter 21 Equal Employment Opportunity...

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Chapter 21 - Equal Employment Opportunity Law: Title VII OBJECTIVES: After completing this lesson, the required reading, and the assignments, learners will be able to: 1. Explain the coverage, administration, and enforcement of Title VII of the Civil Rights Act of 1964. 2. Describe the concepts of unintentional and intentional discrimination, disparate treatment and disparate impact, and the various methods of race discrimination under Title VII. 3. Discuss the issues raised by the concept of affirmative action. 4. Analyze Title VII's application to sex discrimination issues, including payment concerns, pension benefits, and sexual harassment. 5. Discuss how Title VII applies to discrimination based on religion and national origin. Title VII of the Civil Rights Act of 1964 Introduction Although Chapter 21 deals only with Title VII of the 1964 Civil Rights Act, it is a long, dense chapter! There's a lot to Title VII - in a live class it usually takes at least two class periods to cover all of the information. Coverage Title VII specifically prohibits employment discrimination on the basis of race, color, gender, religion, and national origin . It includes any discrimination at work, including refusal or failure to hire, termination or discharge, and any other terms and conditions of employment, such as compensation, privileges, and benefits. It applies to employers with at least 15 employees (and those with fewer may be similarly prohibited from such discrimination under state law). It also prohibits retaliation against employees who take action to enforce their rights under Title VII. Administration and Enforcement of Title VII The Equal Employment Opportunity Commission (EEOC) is the federal agency which administers and enforces Title VII. Usually, a case begins when an individual or group of employees files a complaint alleging discrimination. If the state in question has a local agency authorized to handle employment discrimination complaints, the complainant(s) must first file a complaint there before going to the EEOC. In Idaho, the appropriate state agency is the Idaho Human Rights Commission. After the Human
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Rights Commission (or similar state agency) investigates the claim, if the problem has not been resolved at that level, the complainant files a complaint with the EEOC. As I'm sure you noticed in your book, there are many strict deadlines regarding when each of these complaints / pleadings must be filed. I am not concerned that you remember the deadlines - there are too many to remember. However, you should be aware that Title VII complaints must comply with these strict guidelines - if the complaint is not filed within the time specified, the employee alleging discrimination loses the right to file the claim. The EEOC's procedure for handling complaints consists of three parts. First, the
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Chapter 21 Lesson - Chapter 21 Equal Employment Opportunity...

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