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Author Question: The most universally important law for EEO matters is Title VII of the Civil Rights Act of 1964. ... (Read 41 times)

Lobcity

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on: Jul 6, 2018
The most universally important law for EEO matters is Title VII of the Civil Rights Act of 1964. Review its general provisions, defining key terms.
 
  What will be an ideal response?

Question 2

What changes did the Civil Rights Act of 1991 bring to the EEO environment?
 
  What will be an ideal response?


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nathang24

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Reply #1 on: Jul 6, 2018
Answer to Question 1

Answer: Summary of suggested answer -
 It prohibits basing any employment decisions on race, color, religion, sex, or national origin.
 It creates protected classes, those who have suffered discrimination in the past. Discrimination is making non-job related distinctions in employment decisions. (See page 90, Figure 3-2.)
 Disparate treatment is treating employees differently because of their protected class status.
 Adverse impact is when an employment practice impacts a protected class negatively.
 The four-fifths rule is a tool for proving a prima facie case of discrimination.

Answer to Question 2

Answer: Summary of suggested answer - It shifted the burden of proof back onto the employer in discrimination cases and prohibited quotas. It permits compensatory and punitive damages to be collected by plaintiffs.


Lobcity

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Reply 2 on: Jul 6, 2018
Thanks for the timely response, appreciate it

xiazhe

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Reply 3 on: Yesterday
Gracias!

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