Title VII

Paper Summary:

This paper examines how, since the tragedy of September 11, 2001, employment claims of discrimination on the basis of national origin have risen substantially. It looks at how, with the increase in discrimination based on national origin, it seems appropriate to talk about what national-origin discrimination is and what workplace protections exist under Title VII to combat this type of discrimination. It focuses on these topics, looks at the development of Title VII, and identifies the impact it has had in the workplace. Additionally, it looks at who is and is not protected under Title VII and reviews policies and procedures that employers can implement to limit their exposure to such claims.

From the Paper:

"National origin discrimination has been broadly defined as "including, but not limited to, the denial of equal employment opportunity because of [an applicant or employee's] or his or her ancestor's place of origin; or because an applicant has the physical, cultural, or linguistic characteristics of a national origin group" (EEOC). It is illegal for employers to segregate, limit, and or classify an employee based on the individual's national origin, which may rob them of benefits, opportunities, or privileges in their employment (Bennett 401). Oddly enough, according to the EEOC, it is suggested that national origin discrimination is often based solely on physical characteristics, such as facial features, which is not an appropriate basis for determining national origin. The EEOC also protects against discrimination on the basis of association or marriage with individuals of a particular national origin group; attendance, membership or participation in schools, churches, temples, synagogues or mosques; or any people with a surname affiliated with an ethnicity."

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