Title VII Civil Rights Act Assignment Analysis

The long term success of any organization ultimately depends on having the right people in the right jobs at the right time. Objectives and the strategies used to achieve those objectives are meaningful only when people with the appropriate talents, skills, and desire are available to carry out those missions. For this assignment, I have researched the following four pieces of federal legislation and how these pieces of legislation can effect and create additional challenges for recruiters, the talent acquisition process as a whole, and how Human Resources departments process their internal procedures to be complaint with federal law. The four pieces of legislation for this assignment include: Title VII Civil Rights Act Parts 64 and 91, Age Discrimination, Immigration Reform and Control Act, and the Adult Disability Act.
ADA Act
The ADA legislation prohibits discrimination against people with disabilities in employment, transportation, public accommodation, communications, and governmental activities. As an employer and Human Resources representative, any agency with fifteen or more employees is prohibited from discriminating against applicants, job seekers, and employees with
The employer must verify the identity and employment eligibility of anyone that is hired, which includes completing the Employment Eligibility Verification form also known as the I-9. Employers must keep each I-9 on file for at least three years, or one year after employment ends, whichever is longer. The law seeks to preserve jobs for those who are legally entitled to them which include American citizens and aliens who are authorized to work in the United States. This form gives employers a way to establish that the individuals they hire are authorized to work in the United