Title VII of the Civil Rights Act of 1964

Individuals who believe that they have been victims by any employer of discrimination prohibited by Title VII typically file a complaint of discrimination with the EEOC in order to protect their rights. The EEOC is responsible for investigating individual charges of discrimination alleging a violation of Title VII. Title VII imposes ti

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at an employer cannot use race, religion, color, sex, national origin or pregnancy as a basis for hiring, firing, compensation and benefits, job assignments, employee classification, transfer, promotion, layoff or recall, training, use of company facilities, retirement plan or leave. There are limited exceptions permitted under Title VII. For example, there are bona fide occupational qualifications that an employer can consider in excluding applicants. A commonly used example would be a department store hiring an attendant for the ladies fitting room. The store could use gender as a bona fide occupational qualification for this position in excluding male applicants from consideration (Rosner). There are a number of steps an employer can take to avoid claims of discrimination in the workplace. Often, actions and omissions that may appear to be forms of unlawful discrimination were not discriminatory, and given the opportunity the employer could prove this to be a fact. The employer's goal should be to avoid having to prove they were not discriminating against any employee on the basis of race, color, religious creed, national origin, ancestry, mental or physical disability, medical condition, pregnancy, marital status, age or
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