Title VII of the Civil Rights Act: What Organizations Need to Know

By hrlineup | 21.12.2020

Most employers today have basic knowledge of the multiple Acts that prevent employment discrimination and harassment.

A good example is Title VII of the Civil Rights Act of 1964. It ensures that protected class employees get fair treatment during the hiring, training, termination, and other employment stages.

The protected classes under Title VII of the Civil Rights Act are people of a particular color, race, religion, gender, and national origin.

So, whether you’re a human resource leader or just a regular employee, keep reading to learn more about Title 7 employment law.

What’s Title 7 Civil Rights of 1994?

Title 7 of the Civil Rights Act of 1964 is a provision that prohibits employers from discriminating against employees based on specific attributes like race, religion, color, sex, or national origin. Under the law, Title VII protected classes will enjoy a “level playing ground” during recruitment, selection, employment, and even termination processes.

Also, the law applies to organizations with more than 15 employees. The employer can either be the government or a private organization.

Title VII Protected Class Employees

So, what is considered a protected class according to Title VII? Well, a protected class or group is a class of persons who qualify for special protection by the law. Discrimination might be because of age, color, disability, national origin, sex, pregnancy, or religion.

The law prohibits discriminatory actions during:

  • Hiring
  • training
  • Pay determinations
  • Termination of contract
  • Performance evaluations
  • Any other employment-related actions

Examples of Title VII Discriminations

Religious Discrimination

Title VII prohibits employers from discriminating against employees during hiring, promotions, firing, and other employment terms because of their religious affiliations. For instance, an employer should not refuse to hire a candidate from a particular religion.

Color Discrimination

Although the statute doesn’t define color, it still prohibits employment discrimination based on skin pigmentation, shade, or complexion. Color discrimination might be due to an individual’s skin lightness, darkness, or any other color characteristic. However, color and race are not synonymous.

Race Discrimination

An employer will not take actions that discriminate against persons because of their race.  Although the act doesn’t define race, the consensus is that an employer shall not discriminate against White, Black or African American, Native Hawaiian, American Indian, and other races.

National Origin Discrimination

According to the Title 7 Civil Rights Act, an employee will not be discriminated based on their national origin. In essence, an employee will not face discrimination because of their ethnic background or accent.

Sex Discrimination

Employees will not face discrimination based on their gender, according to the Title 7 employment law. Sex discrimination includes harassment because of gender, uncomfortable sexual advancements, or requests for sexual favors.

Conclusion

Overall, complying with the Title 7 Civil Rights of 1964 will save you millions of dollars in legal fees and, if possible, a jail term. And don’t forget that talented employees will always want to work with organizations that respect their rights.

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