Title VII is an important part of the Civil Rights Act of 1964. This federal law makes it illegal for employers to discriminate against their employees of protected classes such as those of different:
- Races
- Sexes
- National origin
- Religion
- Color
…and other factors. You need to know what is expected of you as an employer. If you have an employee approach you claiming that their rights have been violated, it’s vital that you take steps to resolve the situation quickly.
Title VII usually applies to employers who have 15 or more employees, but it also applies to certain private and public entities, such as universities, colleges, labor organizations and employment agencies.
With Title VII, you should know that employers may not base any of the follow decisions on discriminatory practices:
- Recruitment
- Job advertisement
- Testing
- Transfers, promotions or layoffs
- Compensation
- Classification of employees
- Fringe benefits
- Pay
- Retirement plans
- Disability leave
…and other terms of employment. It’s also illegal to retaliate against anyone who brings concerns about Title VII to your attention.
Having a Title VII lawsuit against your company can lead to lots of bad press and media. It’s the last thing you want to have to deal with, but it does need to be addressed. If your employee or employees approach you about concerns over their treatment, don’t delay in listening to what they have to say and make sure you fully investigate. Keep track of everything you do, so you can talk to your attorney about steps to take to protect your organization and to resolve the conflict quickly. Negotiating can help prevent this from reaching the courts or leading to public scrutiny.
