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Title Vi

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Title VII is a very important part of legislation that was designed to prevent discrimination in the workplace; numerous amendments have been made to make the definitions easier to understand by clearly outlining inappropriate behaviors and actions. The following paragraphs will discuss the history of Title VII , the amendments, defining covered employees, disparate treatment, and sexual harassment. Policies that should be in effect in the workplace will also be discussed with the intent of further educating the readers.
The History and Evolution of Title VII and its amendments (PDA, ADA, ADEA)
Title VII was born out of the Civil Rights Acts of 1866 and 1964 and has grown to become the laws that almost all businesses must comply with. Title VII states that "it shall be 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 compensation, terms, conditions or privileges of employment, because of such individual's race, color, religion, sex or national origin.” This title also makes it unlawful to "limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's race, color, religion, sex, or national origin" (Bennett-Alexander and Hartman, 2007). Title VII gave new rights to minorities and women who were limited to the means of solving job discrimination issues. While efforts to eliminate discrimination and to make certain no one is excluded, many amendments came after Title VII which added additional protection such as prohibiting discrimination against age and disability. The Age Discrimination in Employment Act (ADEA) applies to employers of 20 or more

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