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HR 210 Bennett9e ppt ch03
1.
Chapter 3 Title VII
of the Civil Rights Act of 1964 ©2019 McGraw-Hill Education. All rights reserved. Authorized only for instructor use in the classroom. No reproduction or further distribution permitted without the prior written consent of McGraw-Hill Education.
2.
3-2 ©2019 McGraw-Hill Education. Learning
Objectives 1 • Explain the history leading up to passage of the Civil Rights Act of 1964. • Give examples of the ways that certain groups of people were treated differently before passage of the Civil Rights Act. • Discuss what is prohibited by Title VII. • Recognize who is covered by Title VII and who is not.
3.
3-3 ©2019 McGraw-Hill Education. Learning
Objectives 2 • State how a Title VII claim is filed and proceeds through the administrative process. • Determine if a Title VII claimant is able to proceed after receiving a "no–reasonable-cause" finding. • Distinguish between the various types of alternative dispute resolution used by EEOC.
4.
3-4 ©2019 McGraw-Hill Education. Learning
Objectives 3 • Explain the post–Civil War Statutes, including what each is and what it does. • Discuss what management can do to comply with Title VII.
5.
3-5 ©2019 McGraw-Hill Education. An
Historic Rights Act Civil Rights Act of 1964. Primarily focuses on racial discrimination. Prohibits discrimination in housing, education, employment, public accommodations, and the receipt of federal funds on the basis of race, color, gender, national origin, or religion. • Result of racial discrimination supported by the Jim Crow laws. Jim Crow Laws - a system of racial segregation that was enforced through law, the social system, and violence.
6.
3-6 ©2019 McGraw-Hill Education. Title
VII of the Civil Rights Act of 1964 1 Title VII of the Civil Rights Act of 1964 is the employment section of the act. • Provides new rights to women and minorities. • Prohibits dismissal on the basis of discrimination. • Prohibits employers from employing or promoting based on bias. • Prohibits discrimination on the basis of race, color, gender, religion, and national origin.
7.
3-7 ©2019 McGraw-Hill Education. Title
VII of the Civil Rights Act of 1964 2 State and local governments later passed laws paralleling Title VII and the other protective legislation. Amendments to the Act. • Equal Employment Opportunity Act 1972. • Pregnancy Discrimination Act of 1978. • Civil Rights Act of 1991.
8.
3-8 ©2019 McGraw-Hill Education. Title
VII Provisions 1 • Title VII, 1972 amendment strengthens the enforcement powers of the EEOC. Equal Employment Opportunity Commission (EEOC) • Prohibits discrimination based on age, disability, and genetic information and family medical history. • Includes discrimination based on being transgender to gender discrimination.
9.
3-9 ©2019 McGraw-Hill Education. Title
VII Provisions 2 Applies to promote equal opportunity in the fundamentals of employment relationship: • Hiring/firing/promotion. • Training. • Discipline. • Compensation and Benefits. • Classification. • Or “other terms or conditions of employment.”
10.
3-10 ©2019 McGraw-Hill Education. Who
Must Comply? • Private employers with 15 or more employees. • Unions. • Joint labor and management committees making admission, referral, training, and other decisions. • Employment agencies and other similar hiring entities making referrals for employment. • Federal, state, and local governments.
11.
3-11 ©2019 McGraw-Hill Education. Workers
Covered by Title VII Undocumented workers. Undocumented workers may not be eligible for certain forms of relief, such as reinstatement and back pay. Claims of employment discrimination under Title VII is treated as a violation by the EEOC. • Employment discrimination against undocumented workers is illegal.
12.
3-12 ©2019 McGraw-Hill Education. Employees
NOT Covered by Title VII Employers having fewer than 15 employees. • Employers who are engaged in interstate commerce but do not employ 15 or more employees for each of 20 or more calendar weeks in the current or preceding calendar year. Non-U.S. citizens employed outside the United States. U.S. citizens employed elsewhere, if local law specifically forbids compliance.
13.
3-13 ©2019 McGraw-Hill Education. Employees
Who Are NOT Covered by Title VII Employees of religious institutions, associations, or corporations hired to perform work connected with carrying on religious activities. • Case: Petruska v. Gannon University. Members of Communist organizations. Native American employees living in or around Native American reservations.
14.
3-14 ©2019 McGraw-Hill Education. Filing
Claims under Title VII Claimant/charging party: The person who brings an action alleging violation of Title VII. Respondent/responding party: Person alleged to have violated Title VII, usually the employer. EEOC Investigator: Employee of EEOC who reviews Title VII complaints for merit. Record keeping and reporting requirements • Title VII requires that certain documents must be maintained and periodically reported to the EEOC.
15.
3-15 ©2019 McGraw-Hill Education. Statute
of Limitations Statute of limitations - relatively brief. • Nonfederal government employees have 180 days and federal employees have 45 days to file a claim after the discriminatory event. Lilly Ledbetter Fair Pay Act: limitations period resets with every discriminatory paycheck. • Scenario 2.
16.
3-16 ©2019 McGraw-Hill Education. State
Law Interface in the Filing Process 706 agency - State and local enforcement. • Work-sharing agreement with the EEOC. • Receives and process claims of discrimination. • Expanded filing time from 180 days to 300 days. • If the claim is not satisfactorily disposed of, it may be taken by the EEOC for litigation. Title VII - Intends conciliation. • Attempting to reach agreement on a claim through discussion, without resort to litigation.
17.
3-17 ©2019 McGraw-Hill Education. Proceeding
Through the EEOC • Within 10 days of the claim, the EEOC serves notice of the charge to the employer. • Title VII includes antiretaliation provisions. • It is a separate offense for employers to retaliate against an employee under Title VII.
18.
3-18 ©2019 McGraw-Hill Education. Mediation •
Attempt to streamline the EEOC case-handling process: parties engage mediator to facilitate settlement. • “Referral-back” program - Private sector employment discrimination claims are sent back to employer for mediation. • EEOC instituted universal mediation agreements. • Participation is voluntary, and agreements reached are binding.
19.
3-19 ©2019 McGraw-Hill Education. EEOC
Investigation Determines reasonable cause. No reasonable cause found. Employee is given a dismissal and notice of rights, known as a right-to-sue letter. • Employee can file suit against employer in federal court within 90 days. Reasonable cause found. Parties meet with an EEO investigator. EEOC can file suit in federal court if the claim is not settled.
20.
3-20 ©2019 McGraw-Hill Education. Judicial
Review Judicial review: Court review of EEOC’s decision in federal district court. De novo review: Complete new look at claim by the reviewing court, via trial of case. • EEOC’s litigation success rate is 90%. Mandatory arbitration agreement effects.
21.
3-21 ©2019 McGraw-Hill Education. The
Reconstruction Civil Rights Acts 42 U.S.C. Section 1981 - Equal Rights under the Law (1866) • Patterson v. McLean Credit Union. 42 U.S.C. Section 1983 - Civil Action for Deprivation of Rights (1871) 42 U.S.C. Section 1985 - Conspiracy to Interfere with Civil Rights (1871) • Preventing officer from performing duties - The Ku Klux Klan Act.
22.
3-22 ©2019 McGraw-Hill Education. Important
Notes Discrimination claims must be proved just as any other lawsuit • Employee must offer evidence to support any claims. • Case: Ali v. Mount Sinai Hospital, Scenario 3. Employers do well against these charges if they have a system and work it: consistently treating employees in a protected class just as they would those of any other similarly situated employees
23.
3-23 ©2019 McGraw-Hill Education. Management
Tips Make sure that all employees understand • What Title VII is, what it requires, and to whom it applies. • How the employees’ actions can bring about liability for the employer. • What kinds of actions will be looked at in a Title VII proceeding. • That all employees have a right to a workplace free of illegal discrimination and the employer will not allow Title VII violations.
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