This project is about The Civil Rights Act of 1964. What is The Act about? This Act defines different forms of discriminations against African Americans and women; also it outlawed all that forms of discrimination. In general, The Civil Rights Act of 1964 guarantees “all citizens equal protection of the laws under the Fourteen Amendment”.
After the short introduction we can look through the Title VII of The Act (it codified as Subchapter VI of Chapter 21 of 42 U. S. C. paragraph 2000e). This paper explaining how Title VII addresses the following items:
ü Policies that companies should have in place to avoid violations of Title VII and its amendments.
ü How the law defines sexual harassment and employers’ responsibilities for addressing employees’ complaints in the work place.
Among others, Title VII buns any discrimination against a person based on race, origin or color; also it buns the discrimination of a person based on the association of the person with another individual or individuals of a separate color, religion, sex, national origins etc.
Discussing policies that companies should have in place to avoid violations of Title VII and its amendments we see that the most popular of them are:
ü Abc Manufacturing Company;
ü Introduction to Business Policy;
ü How Companies Profit From Crowdsourcing;
ü The Strategic Role Of Parent Companies In Enhancing Parent-Subsidiary Synergies: The South African Act;
ü Planning A Performance Improvement Strategy In A Small Manufacturing Company;
ü Paul Cronan And New England Telephone Company;
ü The Federal Reserve Policy from 1999 to the Present:
ü Erin Brockovich, Anderson Et Al V. Pacific Gas & Electric Company
ü How Far Was Wolsey’s Foreign Policy Defensive?
ü Response to Audit Of A Publicly Traded Company;
ü Financial Report of Loewen Group Inc.;
ü The Colorado River;
ü Capital Punishment, Should It or Should It Not Be Used In Today’s Crim;
ü International Logistics;
ü Business And Society;
ü Shell And Nigerian Oil And Uti;
ü Affirmative Action;
ü Homosexuals In The Military;
ü The Gap;
ü Affirmative Action.
Now let us talk about harassment. What the legal theory of harassment says? We need to accept that it is not involved in to the legal explanation of the discriminations prohibitions that we can find in The Title VII. There is no any mention of the term “harassment” inside the interpretations of the law. Nevertheless, United States Supreme Court according to EEOC stated following: “a hostile work environment will violate the prohibitions of Title VII. When harassment is so pervasive and severe that it actually alters an employee’s terms or conditions of employment and creates an abusive working environment, a violation of the law has occurred”.
Do we have any definition for the sexual harassment? Equal Employment Opportunity Commission defines the sexual harassment as “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature…when…submission to or rejection of such conduct is used as the basis for employment decisions…or such conduct has the purpose or effect of…creating an intimidating, hostile or offensive working environment.”
According to the definition we can see that sexual harassment includes the two types of prohibited conduct:
ü quid pro quo—where passivity to harassment is used as the ground for employment decisions;
ü hostile environment—where an offensive working environment is created by the harassment.
The employers are not responsible directly; nevertheless, the duty includes the obligation of protection of employees from sexual harassment. There are main decisions of the Supreme Court that explain when employers should be held legally (or liable) responsible for harassment: if the sexual harassment causes tangible employment action any employer is responsible for harassment by a supervisor.