Which type of discrimination was not established under the Civil Rights Act?
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Title VII of the Civil Rights Act of 1964 Title VII of the Civil Rights Act of 1964 (Title VII) makes it unlawful for an employer to discriminate against someone because of: Show
Title VII also makes it unlawful for an employer to take a negative action, or retaliate, against a person because they:
Title VII also makes it unlawful to use policies or practices that seem neutral but have the effect of discriminating against people because of their race, color, religion, sex (including pregnancy and related conditions, sexual orientation, and gender identity), or national origin. Under Title VII, it is unlawful to discriminate in any aspect of employment, including:
Under Title VII, employers also cannot:
The Attorney General, through ELS, brings lawsuits under Title VII against state and local government employers after the EEOC refers a complaint to the Department of Justice. ELS also can start investigations and bring lawsuits against state and local government employers when there is reason to believe that an employer’s policy or practice discriminates against a group of job applicants or employees based on their race, color, religion, sex (including sexual orientation and gender identity), or national origin. The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) ensures that servicemembers can return to their civilian jobs after they finish military service obligations. USERRA requires employers to give servicemembers the seniority, status, and rate of pay that they would have if they had remained continuously employed by their civilian employer without a break for military service. Employers have other obligations under USERRA, too. For example:
USERRA also prohibits:
USERRA covers both voluntary and involuntary military service, in peacetime and wartime, and applies to virtually all civilian employers, including the federal government, state and local governments, and private employers, no matter how many people work for that employer. Under USERRA, the Department of Justice can bring a lawsuit after the U.S. Department of Labor determines that a servicemember’s USERRA rights were violated and refers the complaint to us. The Department of Justice can bring lawsuits under USERRA against private employers as well as state and local government employers. Executive Order 11246Executive Order 11246 applies to federal government contractors and federal government-assisted construction contractors and subcontractors who do over $10,000 in federal government business in one year. It prohibits those employers from discriminating based on race, color, religion, sex (including pregnancy and related conditions, sexual orientation, and gender identity) or national origin. The Executive Order also requires federal government contractors to take action to ensure equal opportunity in all aspects of employment, including training programs, outreach efforts, and other affirmative steps. Contractors must take action to recruit and advance qualified minorities and women for jobs in which they are underused compared to how many people in those groups are available in the workforce. Contractors should include these efforts into their written personnel policies. Federal government contractors with written affirmative action programs must implement them, keep them on file, and update them yearly. Also, under some circumstances, Executive Order 11246 makes it unlawful for federal contractors and subcontractors from taking negative actions against applicants and employees because they have asked about, discussed, or shared information about their pay or their co-workers’ pay. Federal government contractors also must take all necessary actions to make sure no one in the workplace tries to intimidate or discriminate against a person for filing a complaint or participating in a lawsuit under the Executive Order. Executive Order 11246 is administered by the Office of Federal Contract Compliance Programs at the Department of Labor. After the OFCCP sends a matter to our offices, the Department of Justice can a bring a lawsuit in federal court. Which of the following is not covered by the Civil Rights Act of 1964?Which of the following is NOT covered by the Civil Rights Act of 1964, but may be covered under other statutes? treating employees or job applicants unequally on the basis of race, color, national origin, religion, gender, age, or disability. this is prohibited by federal statutes.
What were the 3 main things that the Civil Rights Act of 1964 included?The Act prohibited discrimination in public accommodations and federally funded programs. It also strengthened the enforcement of voting rights and the desegregation of schools. The Civil Rights Act of 1964 is the nation's benchmark civil rights legislation, and it continues to resonate in America.
What groups were not included in the Civil Rights Act of 1866?First introduced by Senate Judiciary Chairman Lyman Trumbull of Illinois, the bill mandated that "all persons born in the United States," with the exception of American Indians, were "hereby declared to be citizens of the United States." The legislation granted all citizens the “full and equal benefit of all laws and ...
What discrimination did the Civil Rights Act of 1964 prohibit quizlet?prohibit discrimination in education, employment, public accommodations, and the receipt of federal funds on the basis of race, color, gender, nation origin, and religion.
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