Title VII of the Civil Rights Act of 1964

Paper Summary:

This paper briefly describes how Title VII of the Civil Rights Act of 1964 was enacted into law, its purpose and what rights it is intended to safeguard. The paper also takes a look at how this legislation made possible additional laws guarding against sexual harassment and affirmative action.

From the Paper:

"President Lyndon Johnson signed the bill into law on July 2, 1964. Title VII of this Act outlaws discrimination in employment in any business on the basis of race, national origin, sex, or religion. Title VII only applies to employers with 15 or more employees. Title VII also prohibits retaliation against employees who oppose such unlawful discrimination (Author unknown, 1999). The Equal Employment Opportunity Commission enforces Title VII and investigates, mediates, and sometimes files lawsuits on behalf of employees. Title VII also states that an individual can bring a private lawsuit within 180 days of learning of the discrimination. In the late 1970s, courts began judging that sexual harassment was prohibited under the Act (Fitzgerald, 2003). Since then, Title VII has been supplemented with legislation prohibiting pregnancy, age, and disability discrimination. Currently, there is no federal law prohibiting discrimination based on sexual orientation. However, Congress continues to consider the Employment Non-Discrimination Act, which would prohibit sexual orientation employment discrimination (Williams, 1999)."

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