Title VII Of The 1964 Civil Rights Act
Of the many employment discrimination laws in force today, the most important is Title VII of the 1964 Civil Rights Act. Title VII is a wide-ranging employment discrimination provision that prohibits employer discrimination against employees based on race, color, religion, sex, and national origin. Title VII’s ban on sex discrimination aims at gender-based discrimination against both men and women which includes sexual harassment. Sexual harassment is a form of disparate treatment sex discrimination, because the victim is subjected to different (and disadvantages) terms or conditions of employment because of their sex. Title VII prohibits the employer from allowing an employee to be subjected to unwelcome sex-related behavior that is sufficiently
…show more content…
DOL states that workplace harassment may take either of two forms. The first is Quid Pro Quo which is the most commonly known and is based on sexual harassment. The second, however, is defined as “offensive conduct based on one or more of the protected groups that is so severe or pervasive that it creates a hostile or offensive work environment.” DOL goes on to say that a hostile environment can result from the unwelcome conduct of supervisors, co-workers, customers, contractors, or anyone else with whom the victim interacts on the job, and the unwelcome conduct renders the work place atmosphere intimidating, hostile, or offensive. Examples of behaviors that may contribute to an unlawful hostile environment include: Using demeaning or inappropriate terms or epithets, using indecent gestures, using crude language, sabotaging the victims work, and/or engaging in hostile physical conduct. DOL’s Harassing Conduct Policy clearly distinguishes between sexual harassment and other forms of harassment. Even the term “sexual harassment” does not appear in Title VII language, yet courts have long held that hostile work environments cases to unwelcome sexual behavior. (4) Fortunately for employees working under hostile work environments has begun to
DOL states that workplace harassment may take either of two forms. The first is Quid Pro Quo which is the most commonly known and is based on sexual harassment. The second, however, is defined as “offensive conduct based on one or more of the protected groups that is so severe or pervasive that it creates a hostile or offensive work environment.” DOL goes on to say that a hostile environment can result from the unwelcome conduct of supervisors, co-workers, customers, contractors, or anyone else with whom the victim interacts on the job, and the unwelcome conduct renders the work place atmosphere intimidating, hostile, or offensive. Examples of behaviors that may contribute to an unlawful hostile environment include: Using demeaning or inappropriate terms or epithets, using indecent gestures, using crude language, sabotaging the victims work, and/or engaging in hostile physical conduct. DOL’s Harassing Conduct Policy clearly distinguishes between sexual harassment and other forms of harassment. Even the term “sexual harassment” does not appear in Title VII language, yet courts have long held that hostile work environments cases to unwelcome sexual behavior. (4) Fortunately for employees working under hostile work environments has begun to