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Questions and Answers
What does Title VII of the Civil Rights Act of 1964 prohibit?
What does Title VII of the Civil Rights Act of 1964 prohibit?
What are the three basic theories of discrimination under Title VII?
What are the three basic theories of discrimination under Title VII?
Disparate treatment, mixed motives, disparate impact
The Age Discrimination in Employment Act (ADEA) prohibits discrimination against employees aged 30 or older.
The Age Discrimination in Employment Act (ADEA) prohibits discrimination against employees aged 30 or older.
False
What must an employee prove under the disparate impact theory?
What must an employee prove under the disparate impact theory?
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What is required for employers under the Americans with Disabilities Act (ADA)?
What is required for employers under the Americans with Disabilities Act (ADA)?
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The _______ prohibits employers from paying unequal wages to men and women performing substantially equal work.
The _______ prohibits employers from paying unequal wages to men and women performing substantially equal work.
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What age must an employee be for the ADEA protections to apply?
What age must an employee be for the ADEA protections to apply?
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Study Notes
Title VII Summary
- Title VII of the Civil Rights Act of 1964 mandates no discrimination in workplaces with 15+ full-time employees.
- Protected classes under Title VII include race, color, national origin, gender, pregnancy, and religion.
- Three main discrimination theories:
- Disparate Treatment (McDonnell Douglas standard): Intentional discrimination where an employer treats an employee unfairly based on protected class status.
- Mixed Motives (Hopkins standard): Claims involving both legitimate and illegitimate reasons for an employment action, where being a part of a protected class must be a substantial factor.
- Disparate Impact (Griggs standard): Focuses on policies that, while neutral on the surface, disproportionately affect a protected class.
- Employers can be liable for sexual harassment if they are negligent or if the harasser is a supervisor.
- Remedies available under Title VII include injunctions, reinstatement, compensatory damages, retroactive promotions, and employer-required remedial actions.
Other Federal Employment Discrimination Statutes
- Age Discrimination in Employment Act (ADEA): Protects employees 40 years and older from age-based discrimination, requiring evidence of satisfactory performance and adverse impact due to job action.
- Americans with Disabilities Act (ADA): Prohibits discrimination against disabled individuals, requiring reasonable accommodations for those with disabilities without causing undue hardship to the employer.
- Equal Pay Act (EPA): Ensures equal pay for men and women performing substantially equal work, barring wage disparities based on gender except for reasons other than sex.
Title VII Overview
- Central to U.S. antidiscrimination law, Title VII governs job-related discrimination based on race, color, national origin, gender, religion, or pregnancy.
- Applies to a wide range of entities, such as private employers, unions, employment agencies, and government bodies with at least 15 full-time employees.
Age Discrimination in Employment Act (ADEA) of 1967
- Specifically bans age-based discrimination against individuals once they reach 40 years of age.
Americans with Disabilities Act (ADA) of 1990
- Aims to prevent discrimination against individuals with disabilities and requires reasonable adjustments in the workplace to help them perform essential job functions.
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Description
Test your knowledge on Title VII of the Civil Rights Act of 1964 with these flashcards. This chapter focuses on the legal provisions against workplace discrimination based on protected classes. Ideal for understanding employment law and civil rights within the workplace.
