Introduction
The seventh amendment of civil rights provides provisions for workers under certain classes from being discriminated against in the work environment. The Act outlines the various classes that are protected against discrimination while working. The process of hiring, firing, and promotion may be undertaken with a certain prejudice and the Act keeps the employers in check. It can look out workers who get discriminated based on their race or even religion. The focuses on the classes protected under Title VII in this essay involve race and religion. The religion and race of an employee can be abused by an employer who may opt to handle them with prejudice.
The employer may be ordered to make payments due to lost wages of the employee and punitive damages. The HR professionals need to have a full understanding of Title VII Act on various protected classes that have an impact on the hiring and firing process in an organization. They need to understand how the law interprets and offers direction for employees under distinctive classes. Race and religion of personnel are particular classes that the act protects from discrimination. The Civil Rights Act has a long-standing effect on how the courts establish which groups are protected against employment discrimination laws.
The minority races in the US are prone to be discriminated against and treated unfairly due to their race. They may be unlawfully fired from their work since they belong to a certain race. A minority race may face discrimination, such as getting below the acceptable wage rate with the legal provisions. It can also happen when the employer fails to gives a raise to the worker based on being from a certain race. In some circumstances, employers may fail to offer promotions and opportunities to employees. The Act was enacted to protect such a minority race and ensure the employers reimburse based on merit rather than prejudice. The conditions of employment may be worse for such employees because of the races the employees are affiliated. It becomes vital to protect the interest of such an employee who may face discrimination due to their race. The Act provides various provisions that can help shield minority races from being deprived of opportunities in their jobs.
Some employers can use religion as a source for discriminating employees from various opportunities in the workplace. The Act recognizes it to be unlawful for multiple employment agencies to deny an individual based on religion to refer them for employment. Labor organizations are also compelled to treat individuals fairly irrespective of their race or religion. It would be illegal to expel an individual from membership in various labor unions based on race or religion. Segregation of employees is unlawful, and the efforts to fail to refer an individual to benefit or being deprived of opportunities are protected in the Act.
Job training undertaken in an organization or various agencies should be considerate of the employees. When handling compensation, terms of employment, and privileges offered to employees, there should be no discrimination. The personnel needs to be provided with an equal chance to benefiting from employment packs irrespective of race. The employer should not base race and religion as reference points when handling such employment packs to the personnel.
Employers need to be conscious when undertaking layoffs in the organization and observe what the acts provide. The judgments made by the employers may not be founded based on either race or religion of an individual. It is against the law, and the employer can be charged in a court of law from discriminating individuals on such a basis. Employers need to handle their workforce professionally and avoid stereotyping employees in their various job roles. The stereotypes of race and religion should be avoided in the hiring process by viewing a certain race to be superior to the minority race. The law protects the employees covered by the classes against discriminative termination from employment. Some employers may consider some races to be a minority and make decisions of firing without conclusive reasons.
Some religions, such as Islam, have several days that are set aside to worship, and employers need to consider the religious needs of an employee. Muslims have had a rough time in the workplace and endured discrimination due to religious orientation. Muslims may be exposed to discrimination and experience a hard time, especially when seeking employment and stereotyped based on religious affiliation. In some cases, they are subjected to a lower call back rate from the interview panels when compared to Christian candidates. Employers may even extend their discrimination by failing to provide various arrangements to facilitate the provision of prayer facilities. Some employers may deny their employees from attending prayers, especially in the Holy month of Ramadan. When employers fail to give them breaks in such times of fasting, it means they disregard the religion and are not sensitive to the religious needs of its employees.
Further discrimination may be experienced where employers infringe on the rights and ban the freedom of Muslim workers. Muslims, therefore, fill discriminated based on religion in their workplace environment. The Act comes to their rescue and offers protection to employees that have experienced discrimination. The Act comes into play to mitigate and avoid discriminatory practices against Muslim employees. The employers need to be aware of the provisions that are in place to protect the interest of the Muslims when they work. Religion has been placed under special classes that are protected against discrimination of employees.
The ACT applies to both the public and private sectors, which have more than fifteen employees. The Act stipulates that at no time should an employee be treated differently based on their race or religion. An employee under the protected characteristics needs to be accorded with no preferential treatment and should be treated equally when it comes to employment opportunities. Employers are advised to avoid making decisions based on stereotypes related to race and religion. The employer at no time should discriminate to offer a supervisor a job promotion since he is a Muslim, and perceive them not fit for the position. The position should be provided based on merit rather than on the race or religion of an individual. Title VII protects employees from harassment in the workplace, as stipulated in the protected classes. When employees are harassed in the workplace, the employee is protected against such discrimination.
Conclusion
The Title VII Act protects employees against unlawful discrimination as dictated for special classes. In this case, race and religion are the chosen classes to be protected against an employer who discriminates employees. It cuts across the private and public sectors who need to be treated equally irrespective of their race and religion. In some cases, some minority races may undergo various forms of discrimination, such as the hiring process. An employer can discriminate against a certain race and avoid offering them employment opportunities on such grounds. The employer can use various stereotypes and view an employer from a minority race not fit for the position. That should not be the case, and promotions and job opportunities should be offered in terms of merit. When the special classes are enacted, employees can enjoy their rights and receive fair treatment when such for promotions, applying for jobs. The employees are safeguarded from unwarranted layoffs from an employer who may base it on the grounds of religion and race. In some cases, Muslims have found it rough when dealing with employers and their faith. Some employers may disregard that they may need to be given time breaks to partake in prayers and fasting in times of Ramadan.
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