Title VII of the Civil Rights Act

Under the Civil Rights Act of 1964, Title VII protects people from discrimination by employers on the basis of race, color, religion, sex, or national origin. While Title VII only applies to businesses with 15 or more employees, it was crucial equal employment opportunity legislation. Unfortunately, Title VII has been enacted for almost 50 years and its provisions are still not followed by all employers.

Title VII

Before the Civil Rights Act, employers could discriminate against prospective employees for any reason. The segregation of the workforce was not only divided between “white jobs” and “black jobs”, women were excluded in many sectors. The highest-paying jobs were held almost exclusively by white men, and blue-collar jobs were held exclusively by racial minorities.

Following legislation prohibiting discrimination by employers, many labor standards were removed. For example, there were height standards for being a police officer that excluded almost all women. In an effort to comply with the Civil Rights Act, law enforcement officials removed the height requirement. Similar adaptations were made in all sectors of the workforce.

exceptions

Title VII allows employers to discriminate on the basis of race, color, religion, sex, or national origin in certain circumstances when such characteristics are considered a “bona fide occupational requirement” or a BFOQ. The circumstances surrounding BFOQs require that the feature be necessary for an employee to perform the job satisfactorily. For example, when a director casts an actor for the role of a Cuban general, he may discriminate based on a person’s nation of origin.

Situations where BFOQs apply are rare and the requirements around their legality are very strict.

file a complaint

If you have experienced discrimination in the workplace, there are several options for a course of action. Under Title VII, you can file a complaint with your state’s Equal Employment Opportunity Commission (EEOC) or the Fair Employment Practices Agency (FEPA). You must file a complaint with one of these agencies within 180 days of the suspected discrimination for it to be valid. These agencies will file a lawsuit against the employer on your behalf if you do not wish to hire a personal attorney.

Leave a Reply

Your email address will not be published. Required fields are marked *

Back To Top