Title Vii And Section 1981 In Montgomery
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FAQ
In fact, the title defines an employee as simply "an individual employed by an employer." Therefore, assuming they work — or are applying to work — for a covered employer as outlined above, Title VII provides discrimination protection for all employees, former employees, and those applying to be employees.
While similar in protecting against unjust discrimination, Section 1981 differs from Title VII of the 1964 Civil Rights Act.
Title VII is enforced by the Equal Employment Opportunity Commission. Most employees and job applicants are protected by Title VII, but independent contractors are not.
Therefore, assuming they work — or are applying to work — for a covered employer as outlined above, Title VII provides discrimination protection for all employees, former employees, and those applying to be employees.
The answer depends on your claims and willingness to pursue litigation. If your claims are strong and you are invested in the litigation process, it can be very “worth it” to feel you are standing up for accountability, getting compensation for your injuries, and incentivizing the company to change its ways.
42 U.S.C. § 1981 prohibits race discrimination in the making and enforcing of contracts.
Title VII of the Civil Rights Act of 1964 also creates the U.S. Equal Employment Opportunity Commission (EEOC), a five-member, bipartisan commission whose mission is to eliminate unlawful employment discrimination.
One key difference is that Title VII only applies to employers with 15 or more employees, while 42 U.S.C. § 1981 applies to all employers. Additionally, Title VII covers all aspects of employment, while 42 U.S.C. § 1981 only covers the making and enforcement of contracts.
Title VII is the federal employment statute prohibiting discrimination based on all protected classes, while Section 1981 only prohibits discrimination based on race and is not limited to the employment context.
It shall be an unlawful employment practice for an employer to discriminate against any of his employees or applicants for employment, for an employment agency, or joint labor-management committee controlling apprenticeship or other training or retraining, including on—the-job training programs, to discriminate against ...