Since 1964 several laws have been enacted to protect the rights of employees. The laws that have been enacted are; Title VII, the Equal Pay Act, the Pregnancy Discrimination Act, the Americans with Disabilities Act, and the Civil Rights Act of 1991. These laws clearly define what constitutes discrimination within the work force. Everyone has a right to equal pay, equal access to job opportunities, and to have employers adhere to these laws. When there is an ever growing workforce and changing economy, it is important to understand the laws that protects the employee from being taken advantage of by an employer and to help managers follow the laws when dealing with their employees or applicants.
The Title VII is the 1964 Civil Rights Act, now known by the amended Equal Opportunity Act, was enacted to ensure that women and minorities had equal opportunities as everyone else to get work. The Act says that the employer is not allowed to discriminate towards race, color, sex, religion, or national origin. This would mean that everyone has the same opportunity for employment and that they will not segregate employees due to race, color, sex, religion, …show more content…
Now if the employee shows the burden of proof that the employer has broken these laws, then the burden of proof will fall to the company. The Act for International workers allows them to sue for back pay or monetary damages, when before they could only hope to get their job back before 1991. When an employer tries to avoid responsibility by putting the responsibility to the suing employee by stating the employee started it or allowed it or asked for it, they will now have to take responsibility for their actions. This updated Act helped shift the responsibility to the company so that they can provide equal protection for
The Title VII is the 1964 Civil Rights Act, now known by the amended Equal Opportunity Act, was enacted to ensure that women and minorities had equal opportunities as everyone else to get work. The Act says that the employer is not allowed to discriminate towards race, color, sex, religion, or national origin. This would mean that everyone has the same opportunity for employment and that they will not segregate employees due to race, color, sex, religion, …show more content…
Now if the employee shows the burden of proof that the employer has broken these laws, then the burden of proof will fall to the company. The Act for International workers allows them to sue for back pay or monetary damages, when before they could only hope to get their job back before 1991. When an employer tries to avoid responsibility by putting the responsibility to the suing employee by stating the employee started it or allowed it or asked for it, they will now have to take responsibility for their actions. This updated Act helped shift the responsibility to the company so that they can provide equal protection for