EMPLOYMENT LAW

Employment Law

Employment Law Paper

There have been numerous laws implemented for employment. On June 2, 1964 Title VII of the Civil Rights Act of 1964 (Title VII) sustained the series of events that would influence the workforce. Numerous Americans consent that this was one of the most significant pieces of legislation that was ever passed (Schechter, 2003). Title VII prohibits the discrimination of nationality, color, race, sex, or religion for terms of employment. When an aspirant fills out a claim the employer is no longer able to inquire specific questions even though in a perfect world this would hold true (Niznik, 2007). However, there are still some employers who have been able to work around the law using other grounds for not hiring the candidate.

The original purpose for the act was to protect black men from job discrimination. This was also expanded to include women. Public facilities were no longer segregated, there was no discrimination in employment, and the government was no longer segregated as well. Title VII now allows anyone to bring forth a private lawsuit on the basis of discrimination. Continuing down the chain of employment laws, in 1967 the Age Discrimination in Employment Act (ADEA) had taken affect (Donohue, 2004).

This act primarily protects those who are 40 years old or older. According to the website there are several clauses to adhere to such as:(1) in the face of rising productivity and affluence, older workers find themselves disadvantaged in their efforts to retain employment, and especially to regain employment when displaced from jobs;(2) the setting of arbitrary age limits regardless of potential for job performance has become a common practice, and certain otherwise desirable practices may work to the disadvantage of older persons (Stormer, and Richardson, 2005);(3) the incidence of unemployment, especially long-term unemployment with resultant deterioration of skill, morale, and employer acceptability is, relative to the younger ages, high among older workers; their numbers are great and growing; and their employment problems grave;(4) the existence in industries affecting commerce, of arbitrary discrimination in employment because of age, burdens commerce and the free flow of goods in commerce (Schechter, 2003).

In 1990 the government passes the Title I and Title V of the Americans with Disabilities Act (ADA). This does not allow any employer to discriminate against disabilities. The law's definition is set in such a simple way that employers and employees understand exactly what the law is. This is (Niznik, 2007):

(1) some 43,000,000 Americans have one or more physical or mental disabilities, and this number is increasing as the population as a whole is growing older;

(2) historically, society has tended to isolate and segregate individuals with disabilities, and, despite some improvements, such forms of discrimination against individuals with disabilities continue to be a serious and pervasive social problem;

(3) discrimination against individuals with disabilities persists in such critical areas as employment, housing, public accommodations, education, transportation, communication, recreation, institutionalization, health services, voting, and access to public services (Stormer, and Richardson, 2005);

(4) unlike individuals who have experienced discrimination ...