Plaintiff seeks to recover damages from her employer for employment discrimination and sexual harassment. Plaintiff states in her complaint that the acts of the defendant are so outrageous that punitive damages are due up to and including attorney fees.
Title Vii Of The Civil Rights Act Of 1964 And Affirmative Action In Allegheny
State:
Multi-State
County:
Allegheny
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US-000296
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Word;
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FAQ
Affirmative action in Pennsylvania refers to the steps taken by employers and universities in Pennsylvania to increase the proportions of historically disadvantaged minority groups at those institutions.
Bakke, the Supreme Court in Grutter v. Bollinger held that the Fourteenth Amendment's Equal Protection Clause allows limited consideration of race in higher education admissions.
The Civil Rights Act of 1964 advanced the conversation forward by prohibiting employment discrimination by large employers (those with more than 15 employees), whether or not they had government contracts, and created the Equal Employment Opportunity Commission.
The act outlawed segregation in businesses such as theaters, restaurants, and hotels. It banned discriminatory practices in employment and ended segregation in public places such as swimming pools, libraries, and public schools.
In rejecting the claims of a white employee that the program violated Title VII of the 1964 Civil Rights Act, the Court said the law allowed affirmative action by private parties "to eliminate traditional patterns of racial segregation".
Title VII: A Primer §2000e-2. More specifically, it prohibits using race and other protected characteristics as a "motivating factor" for employment decisions, including hiring, firing, compensation, or with respect to the "terms, conditions, or privileges of employment.
This subchapter shall not apply to an employer with respect to the employment of aliens outside any State, or to a religious corporation, association, educational institution, or society with respect to the employment of individuals of a particular religion to perform work connected with the carrying on by such ...
Title VII Defenses Employers charged with Title VII violations have a limited number of affirmative defenses including business necessity, bona fide occupational qualification, seniority and merit systems, and after-acquired evidence of actions of the employee.
Employers, labor organizations and other persons subject to title VII may take affirmative action based on an analysis which reveals facts constituting actual or potential adverse impact, if such adverse impact is likely to result from existing or contemplated practices. (b) Effects of prior discriminatory practices.
Title VII applies to private-sector employers with 15 or more employees, to state and local government employers with 15 or more employees, and to the federal government as an employer. Title VII also applies to unions and employment agencies. Title VII does not apply to Tribal nations.