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Human Resource

In: Business and Management

Submitted By keeter76
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1) Title VII of the Civil Rights Act of 1964 says that an employer cannot discriminate based on race, color, religion, sex, or national origin. It says it is unlawful practice for an employer to limit, segregate, or classify their employees or applicants in a way that would deprive them of opportunities or affect their status as an employee because of their race, color, religion, sex, or national origin. It also says an employer can’t refuse to hire or discharge an individual or discriminate against any persons with respect to their compensation, terms, conditions, or privileges of employment because of their race, color, religion, sex, or national origin. This includes all public or private educational institutions, employers of 15 or more persons, federal government, state government, local government, and employment agencies. The Equal Employment Opportunity Commission was established to enforce and administer the Civil Rights law at work.
I believe the Act has been effective in some ways. I definitely think things have come a long way over time. I know there are still employers that seem as though they are following the law but are not. They favor hiring only women in certain positions or males in others. A company will not of course come right out and say they only want a woman receptionist or male salesperson but clearly that is the case.
2) In the Griggs v. Duke Power Company, Willie Griggs claimed the requirement be a high school graduate for the coal handler job was illegally discriminatory. He claimed this would not relate to job performance and it would result in more whites being hired than blacks. The case was won by Griggs. I think this changed hiring procedure across the United States by making employers more aware of their hiring practices. It shows that even though an employer’s intent was not to discriminate it is irrelevant....

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