Question
| Paper details: | Research one of the employment laws – think hiring and firing – noted in Assignment 11.1 (or a subsequent revision) and post the following information in the Forum (all in the same posting): “Add a new discussion topic” and tell us about your article: In at least one paragraph, state the law and describe the basic purpose of the law, In another paragraph, discuss whether this law is a revision of a previous law, and/or if it has been amended by a later (different) law, and if it is the most current and still in effect, and why it amended a previous version/law, or why it was amended by a subsequent revision or replace by a new law, and What effect you think this has or would have on a facilities management position (or a position in another industry where you might be working, e.g. construction, plant, IT, etc.). |
Answer
Name of Student
Name of Professor
Law Paper
16 October 2016
Discussion on the Civil Rights Act of 1964
Before hiring or firing someone, various factors have to be taken into consideration to ensure that the best decisions are made. Some of these factors include qualifications and training as well as policies on leave, drug testing, discipline, and workers’ compensation. The aim of this discussion post is to discuss Title VII of the Civil Rights Act of 1964 and its impact on the hiring and firing processes in employment.
The Civil Rights Act of 1964 was a culmination of sweeping changes clamored for by the civil rights movement, which triggered a call by President John F. Kennedy for Congress to enact a legislation that would safeguard all citizens’ civil rights regardless of their race, ethnicity or gender. This Act had 11 Titles, one of which addresses the issue of employment. According to Title VII of the Civil Rights Act of 1964 no employee or candidate for employment should be discriminated against on the basis of race, color, religion, sex, or national origin (Blumrosen, 397).
Several civil rights laws had been enacted prior to the Act of 1964. They included the Civil Rights Act of 1866, 1871, 1875, 1957 and 1960. The Civil Rights Act of 1964 was an amendment to the previous Acts. In the law, the issue of employment discrimination was incorporated. The most recent amendment to the Act of 1964 came through the enactment of the Civil Rights Act of 1991. The amended law introduces provisions declaring the right to trial by jury following discrimination claims (Berg, 62).
It is worth noting that the Civil Rights Act of 1964 has made it possible for people across all ages, races, religion and sex to be employed in industries that would have otherwise been considered no-go zones for them. For instance, construction was traditionally viewed as an industry where only men could work. However, after the enactment of the Act, more and more women started making inroads in the industry and even successfully demonstrating their ability to make a significant difference there (Berg, 62).
Works Cited
Berg, Richard K. “Equal Employment Opportunity under the Civil Rights Act of 1964.” Brooklyn Law Review, 31 (1964): 62-71.
Blumrosen, Ruth G. “Wage Discrimination, Job Segregation, and Title VII of the Civil Rights Act of 1964.” University of Michigan Journal of Law Reform, 12 (1978): 397-454.
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