By Kristen Wakulchuk

Posted

Prior to the passing of the Civil Rights Act of 1964, an employer had the right to reject a job candidate because of their race, age, religion or gender. They could also turn down employees for promotions or pay them less. The Civil Rights Act of 1964 changed all of this.  

If you’re an employer, it’s important to familiarize yourself with Title VII. Title VII of the 1964 Civil Rights Act sets forth certain laws related to discrimination in hiring, firing and other aspects of employment.  

While it is designed for employers with at least 15 full-time employees, you should comply with this law as a best practice, even if your business does not meet this criteria. Keep reading to learn more about Title VII. 

 

What Is Title VII? 

Essentially, Title VII bans discrimination in every aspect of employment. This includes hiring and firing, compensation, transfers and promotions, recruitment, fringe benefits, retirement plans, disability leave, training and apprenticeship programs, and other terms and conditions of employment. 

 

Employees Rights Under Title VII 

If an employee believes they’ve been discriminated against under Title VII, they can file a discrimination charge with the Equal Employment Opportunity Commission (EEOC), which is a federal agency that enforces anti-discrimination laws. While they don’t need legal representation to file a charge, it’s a good idea for them to discuss their options with a lawyer before doing so. 

As an employer, you do not have the right to retaliate against an employee who files a discrimination charge. Title VII also protects, if they wish to participate in an investigation, the rights of an employee who believes they had their rights violated under Title VII.  

 

What Happens If an Employee Files a Charge? 

In the event an employee files a discrimination charge against you, the EEOC will notify you and begin an investigation. In order to come to a resolution, the EEOC may take one of the following paths: 

  • They may try settle your complaint or may refer you and the employee to a mediator. 
  • They may file a lawsuit in federal court. 
  • They may dismiss the charge. 

Contact Chane Solutions  

For more information on Title VII and how it may affect your workplace, contact Chane Solutions, a quality employment screening and drug testing provider today.   

 

 

 

Source: 

https://www.eeoc.gov/laws/practices/inquiries_arrest_conviction.cfm   

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