What policies should companies have in place to avoid violations of Title VII and its amendments?
Interesting questions. Let's take a closer look at Title VII and its amendments first, and then look at the requirements of policy in order to avoid violating Title VII and/or its amendments. I also attached two samples to consider and an excellent resource covering all areas of job discrimination (see Federal Laws prohibiting Job Discrimination3) for future reference.
1. What policies should companies have in place to avoid violations of Title VII and its amendments?
Title VII of the Civil Rights Act of 1964 (Title VII) prohibits employment discrimination based on race, color, religion, sex, or national origin. (http://www.eeoc.gov/facts/qanda.html).
In the late 1970s courts began holding that sexual harassment is also prohibited under the Act. Chrapliwy v. Uniroyal is a notable Title VII case relating to sexual harassment that was decided in favor of the plaintiffs. In 1986 the Supreme Court held in Meritor Savings Bank v. Vinson, 477 U.S. 57 (1986), that sexual harassment is sex discrimination and is prohibited by Title VII. Title VII has been amended with legislation prohibiting pregnancy, age, and disability discrimination (See Pregnancy Discrimination Act of 1978, Age Discrimination in Employment Act, Americans with Disabilities Act of 1990) (http://en.wikipedia.org/wiki/Civil_Rights_Act_of_1964#Title_VII).
To avoid violations in any of these areas, companies develop a basic harassment and discrimination policy (see example 1 below) that address each of these areas (e.g., race, gender, religion, national origin, age, pregnancy, disability, etc.), while there is often a separate policy regarding sexual harassment and/or sexual favoritism (see attached example and sample policy), which can also be considered a hostile work environment. The following example is a sample 'Harassment and Discrimination Policy,' which clearly illustrates the types of information to include in the policy.
EXAMPLE 1: Policy Sample:
Harassment and Discrimination Policy
CATEGORY: Human Resources
SUBJECT: Harassment and Discrimination Policy
POLICY: Company X believes in and is committed to a trusting, safe work environment free from discrimination and harassment. Any act of discrimination or harassment is unacceptable.
Note: This policy is not intended to preclude the right of any individual to access legal ...
Overviews policies that companies should have in place to avoid violations of Title VII and its amendments. Supplemented with three examples of violations of Title VII.