A Review of the Equal opportunity employment Laws

Laws dealing with Equal Opportunity Laws are known to prohibit some specific or particular forms of job discrimination at the workplace. There are various independent Federal Agencies that are known to promote equal opportunity of individuals in employment and this is achieved through judicial and administrative enforcement of federal civil rights laws. It is also accomplished through technical assistance and education. One of the most significant Equal Opportunity Employment Laws presented in the module is the "Civil Rights Act of 1964". Based on this Civil Rights Act of 1964 also known as Title VII, this law strictly prohibits discrimination of individuals based on colour, race, religion, national origin, and sex. In addition to that, this law also prohibits employers from carrying out any form retaliation against their employees who could have in any way exercised their rights as stipulated under Section or Title VII (Dobbin, 2009).

            In the contemporary world, the United States Equal Employment Opportunity Commission or EEOC is tasked with the responsibility of enforcing federal laws that prohibit any form of workplace discrimination. The EEOC therefore is further tasked with the responsibility of enforcing various "federal anti-discrimination statutes" and provision of both coordination and oversight of all the "federal equal opportunity" regulations, practices, and policies. It is important to note that the "Civil Rights Act of 1964" was founded in the 1960s. This is when the Americans at the time who had only known the potential of having equal protection of laws expected their President, the Courts, and the Congress to full the 14th Amendment promise.

             In response, it is revealed that all the Federal Government's three branches as well as the Public debated the fundamental constitutional question as to whether the country's constitution prohibited the denying of equal protection through banning of ethnic, gender criteria, and racial criteria in bringing about social benefits and social justice. It was therefore in 1964 that the Congress passed this into a Public Law, whose provisions forbade any type of discrimination based on sex and race in the promotion, hiring and firing of people in the workplace (Barnard, 2006).  

A Court Case based on the Civil Rights Act of 1964

            There are various Court Cases that are based on the Civil Rights Act of 1964 and Chief among them includes the "Batson V. Kentucky of 1986" in which it was ascertained that the decision held that a State was known to deny a defendant of an African-American origin equal protection. This was when it was forced to put the African-American defendant on trial in a jury in which members of the defendant's race had been excluded purposefully. In this circumstance, the defendant claimed that equal protection was denied to him because of the use of the State of the peremptory challenges in order to remove the members of his race from that petit jury. It was therefore wholeheartedly concluded that the using of peremptory challenges in order to remove black people from the juries based on their race was actually a clear violation of the Clause that dealt with Equal Protection. I wholly agree with the outcome of the case because it is clear that the rights of the Defendant were infringed upon by the Court .

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