Title VII of the civil rights is a clause in the Federal law established in 1964 that shields employees against workplace discrimination or privilege treatment based on their race, color, nationality, sex, or religion. This title prohibits disparate treatment by employers. It protects employees from intentional discriminatory policies as well. The title also forbids neutral job policies with a disproportionate impact on protected groups. The VII policy also protects the workers from harassment based on their membership in a protected class. Title VII has undergone a gradual change from a statute that attempted to remove barriers to employment, which now regulates most aspects of employer employee-relationship (Kugele, et al. 2017).
Duke Power Company was accused of discriminating against African American employees by assigning them only manual work while giving promotions to the organization's white employees. Griggs and twelve other African American employees sued the company, concerning their recruitment policies and the requirements for promotion in Duke Power Co. The most important preceding of this petition was the ruling by Justice Warren Burger of the Supreme Court. He established that the set qualifications were not predictions of future job performance, terming them unnecessary. After ruling that the employment practices of the Duke Power Co were illegal, the judge concluded that all employees should be given equal opportunities. I would have handled such a complaint by ensuring that every employee is granted equal opportunity regardless of race or color. The employer should promote and hire all employees based on the person's ability to perform the job and not as an evaluation of their credentials (Murray, 2013). I would then work on strategies to improve the employee's skills through training and encourage them to further their education.
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In my workplace, there have been some discriminatory cases against female employees. Most supervisory and marketing positions were initially assigned to male employees. However, this issue was reviewed, and currently, promotions and supervisory positions are accorded evenly between qualified male and female employees. The Family and Medical Leave Act (FMLA) is applicable in our workplace. FMLA is a gender-neutral policy allowing both men and women to take family and medical leave (Jacobs,2020). This act is important as it assures employees of job security in case of a family or health emergency. FMLA provides important protection for families balancing work and care responsibilities (Jacobs, E. 2020). An employee is entitled to the twelve workweeks paid leave to handle the issue, then return to work comfortably.
If during an interview, an applicant informs me that they are disabled and asks for workplace accommodation under the Americans with Disabilities Amendments Act (ADAAA), I would discuss reasonable accommodation strategies that the qualified applicant would be comfortable with, and that would not interfere with the safety of the workplace. I would respectfully inquire more about their type of disability and figure out ways to create a comfortable workspace for them.
References
Jacobs, E. (2020). BALANCING WORK, HEALTH, AND FAMILY: THE CASE FOR EXPANDING THE FAMILY AND MEDICAL LEAVE ACT.
Julia, G. (2014). Griggs v Duke Power Co
Retrieved from https://www.youtube.com/watch?v=no4Sn6Umx3A
Kugele, L. P., Robinson, R. K., Van Ness, R. A., Nichols, D. L., & Markham, F. (2017). TITLE VII: HISTORICAL PERSPECTIVE ON THE FIRST FIFTY YEARS. Southern Law Journal , 27 (1), 65.
Murray, L. (2013). Griggs v. Duke Power Co. Law case.
Retrieved from https://www.britannica.com/event/Griggs-v-Duke-Power-Co
