WEBVTT

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[MUSIC]

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The civil rights movement of the 1960s

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brought to light the need for reform.

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The world watched as peaceful

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demonstrations,

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led by Martin Luther King Jr.

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and others,

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to call attention to discrimination,

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and its outcomes turned violent.

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Police beat up and, in other

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ways, abused demonstrators.

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Seeing the abuse galvanized the nation,

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forcing it to confront

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the issue of discrimination.

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Let's take a look at Title VII

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of the Civil Rights Act.

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Congress passed the Civil Rights Act

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of 1964 to address the societal

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and economic need for change.

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The passage of the act sent the message

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that the time had come to abolish

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discrimination in employment

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and other areas of society.

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Title VII is part of the Civil Rights Act

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that specifically addresses

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employment discrimination.

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Title VII prohibits employers

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from discriminating against any individual

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on the basis of that individual's race,

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color, religion, sex, or national origin.

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Employers with 15 or more employees,

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including federal, state,

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and local governments,

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employment agencies, and labor

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unions have to abide by this law.

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Also, the law covers US citizens and legal

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residents of the United States who are

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working for US companies

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in other countries.

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Title VII states that it's against the law

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for an employer to discriminate

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with regard to selection, termination,

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compensation, terms,

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and promotion or transfer,

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work assignment, and any other

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activity related to employment.

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As a manager, you need to make sure you're

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aware of anti-discrimination laws

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and that you treat all employees fairly.

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Note that the law applies to employment

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agencies, labor unions,

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as well as private employers.

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Remember that the law does permit the use

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of religion, sex, and national origin as

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BFOQs, but only when necessary

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for the normal operations of a business.

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As part of the Civil Rights Act,

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Congress created the EEOC to provide

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oversight of Title VII for all covered

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entities except the federal government.

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The EEOC has developed and continues

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to develop regulations and guidelines

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to help employers and employees interpret

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Congress's intent of the Civil Rights Act.

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It provides a very

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informative website at www.eeoc.gov,

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and numerous other resources

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to answer questions managers have

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about equal employment opportunity.

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The EEOC is involved in interpreting

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the meaning of the term discrimination,

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determining how individuals can prove

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that discrimination has occurred,

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identifying what remedies are available

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in the law,

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and addressing how to reconcile seniority

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rights of current employees when the

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rights of victims of discrimination.

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Congress amended the Civil Rights Act

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in 1972 by passing

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the Equal Employment Opportunity Act.

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The amendment broadened coverage

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of the Civil Rights Act to state and local

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governments, as well as to public

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and private educational institutions.

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The act also gave the EEOC the right

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to sue employers to enforce

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the provisions of Title VII.

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