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This paper explains that, based on Title VII of the Civil Rights Act of 1964, discrimination is prohibited in employment of the protected groups as defined by such characteristics as gender and national origin.with The author points out that, Under Title VII, the Equal Employment Opportunity Commission (EEOC) can pursue a case on behalf of a plaintiff. The paper relates cases that have been brought using Title VII in each of these areas.
From the Paper:"Employment law addresses issues of discrimination in terms of a number of dimensions, including gender and national origin. Case law addressing both usually cites Title VII of the Civil Rights Act of 1964. Title VII "prohibits employment discrimination based on race, color, religion, sex and national origin" (The U.S. Equal Employment Opportunity Commission, 1997, para. 1). Cases have been brought applying Title VII to discrimination in each of these areas, sometimes in more than one of these areas at the same time. Under Title VII, the Equal Employment Opportunity Commission (EEOC) can pursue a case on behalf of a plaintiff. The 1980 EEOC guidelines defined sexual harassment. Until 1981, sexual harassment suits were restricted to tangible losses, and the term itself was rarely used. The 1981 case of Bundy v. Jackson created in the courts an awareness of a correlation between sexual harassment and "hostile working environments."
Cite this Essay:
Employment Law (2005, December 01) Retrieved June 22, 2021, from https://www.academon.com/essay/employment-law-83569/
"Employment Law " 01 December 2005. Web. 22 June. 2021. <https://www.academon.com/essay/employment-law-83569/>