The Constitution of the United States originally valued slaves predominantly black person as three-fifths of a person for means of representation, until it was amended in through ratification of the Fourteenth Amendment. Women did not obtain the right to vote through the Nineteenth Amendment until 50 years after the Fifteenth Amendment gave men of all races, including blacks, the right to vote. Religious discrimination presented in places where groups, such as the Mormons, were discriminated against and were run out of towns and entire states, until settling in far-away territories. Laborers throughout the growing country were hard at work laying down railroad tracks, farming fields, and filling factories in an effort to advance the American dream.
This means, that generally an employer has to give their workers time off from work to practice their faith and celebrate religious holidays. Title vii paper essay may face legal issues and be fined if they refuse time off without a good reason.
Since it is possible for an employer to limit the time off even in these types of situations. A religious accommodation is any work-related adjustment that will allow an employee time off to practice religion. EEOC,landing page. An option to the employer to reduce or prevent an employee from taking off for religious practices are an employer can also claim an undue hardship rule.
Anti- Defamation League,landing page. Letting John time off could lower efficiency and productivity, possibly even make the workplace unsafe, and cost the business more than just administrative costs. Thus, by refusing John time off or actually firing him because of his religion he may be able to get his job back and get paid for the time he was out of work under Title VII.
Additionally, most states have laws very similar to Title VII, which could lead to even more fines. Our example about John, is a tricky situation, because John had an employment contract with my business to make deliveries on Monday, Wednesday, and Friday to the east side before he became devoutly religious and joined this highly respected religious group.
He now claims that it is against the religious freedom to maintain this delivery schedule under Title VII of the Civil Rights Act of and will not deliver to the east side on those days. The major dilemma for me as his employer is that this may cause undue hardship for my business because the deliveries are to customers on the east side Title vii paper essay depend on it and it would result in loss of business and maybe even loss of customer base.
The trickle down of this could lead to a word of mouth spreading that could lead to a disaster for my business. Congress enacted Title VII of the Civil Rights Act of to prohibit employers with 15 or more employees from discriminating against applicants or employees on the basis of race, color, religion, sex, or national origin.
The law generally forbids religious discrimination except fewer than two conditions: So, in our example, it is clear on one thing that Federal law prohibits most employers and unions from discriminating against their employees on the basis of religion if I have more than 15 employees in each work day for twenty or more calendar weeks in the current or preceding calendar year.
Employees with devout religious beliefs and practices, such as John, often face extreme conflicts between their employment obligations and their religious obligations. John refuses to deliver to the East side on Monday, Wednesday, and Friday for religious reasons. He is protected under federal law and many state and local laws under the accommodation rule for those obligations.
Since it is an unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his religion.
Thus, the term with respect to the law includes all points of religious observances, practices, and beliefs. Since John is one of the top delivery employees for my company and as my employee is bound by duty under contract to deliver parcel packages to the east side of town on Mondays, Wednesdays, and Fridays.
This is the first point of contention. A written employment contract is a binding document between me, as employer, and John, as employee, that establishes the terms of our relationship. In this case, it is to deliver parcels on said days on the east side. NOLO,landing page.
Thus, our contract signed by both sides and notarized by an attorney spells out the specifics of our employer- employee duties. Thus, per the contract details, I have grounds to terminate. Second point of contention, John, who was never a religious person before and has worked for me for years and has been a loyal employee, suddenly becomes devoutly eligious and joins a highly respected religious group.
I will take the liberty to embellish this example of John by adding that this religious group, has Evangelical ties and is very conservative. They have powerful allies in the Republican party including the Governor.
With the last minute addition of “sex” to the Act, Title VII of the Civil Rights Act of (“Title VII”) prohibits job discrimination of individuals on the basis of race, color, religion, sex, and national origin in hiring and firing, promotion and pay practices. Title VII was a striving section of legislation, an effort which had never been tried which made the passage of the law an extremely uneasy task. This paper will discuss the evolution of Title VII as well as the impact Title VII has had in the workforce. Title VII Paper Essay Sample Today’s employment practices were defined by the Title VII of the Civil Rights Act of The law sanction in the year bans discrimination in employment based on religion, national origin, race, color, or gender.
The East Side is the warehouse district and is very good for commerce but at night is very seedy. I do not wish to upset the Evangelicals or the Governor because I am currently in the process of getting State government contracts as well.
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Since John notified me suddenly that it is against his religion to deliver packages on the east side of town on Mondays, Wednesdays and Fridays and therefore would be unable to do so and states that his religious objection is protected under Title VII, The Civil Rights Act of it causes a serious dilemma because I do not want to terminate him but what choice do I have because I cannot afford another driver and firing him on the grounds that it violates his religious beliefs could lead to bad publicity, heavy fines, and even loss of business in the backlash that could ensue.
The problem is that it would cause an undue hardship for my company and I could risk losing some very valuable accounts. As the company owner, the actions that I take to be sure that I am compliant under Title VII and still maintain my business by ensuring that the packages are delivered on the side of town on Mondays, Wednesdays, and Friday need to be carefully calculated.
John also had a contract, also covered by the law. My business will suffer undue hardship if John does not deliver that to is covered by the law. Since Title VII protects individual religious practices even though the practice is not mandated by the religious institution to which the employee belongs.
By law, the employee should also let the employer know of this sincerely held religious belief, which John did do.“Title VII exempts from its regulation government-owned corporations, Indian tribes, and bona fide private membership clubs” (Alexander, Bennett, & Hartman, , p).
This paper will explain various components of the Title VII law. Affirmatve Action and Title Vii Affirmative action was part of executive order which supports Title VII of the civil rights act of that renders discrimination illegal employment decisions on the basis of race, color, religion, sex, or national origin.
With the last minute addition of “sex” to the Act, Title VII of the Civil Rights Act of (“Title VII”) prohibits job discrimination of individuals on the basis of race, color, religion, sex, and national origin in hiring and firing, promotion and pay practices.
Title VII is viewed as one of the most effective and influential tools used to fight discrimination in today's work environment. It was originally drafted as part of the Civil Rights Act of , and since that time it has continued to grow and develop as society continues to change and evolve/5(14).
Title VII of the Civil Rights Act of is and was the most groundbreaking and difficult legislation ever passed.
I will detail how Title VII evolved, its impact and who . TITLE VII PAPER Essays: Over , TITLE VII PAPER Essays, TITLE VII PAPER Term Papers, TITLE VII PAPER Research Paper, Book Reports.
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