Title Vii Of The Civil Rights Act Of 1964 And Affirmative Action In Travis
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Title VII was passed to ensure you would be considered for jobs not on the basis of the color of their skin, religion, gender or their national origin. Rather, you should be selected on the basis of the abilities necessary to perform a job.
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 VI of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, or national origin in programs and activities of any entity that receive federal assistance.
It prohibited discrimination on the basis of race, religion and national origin. However, the Civil Rights Act of 1964 did not protect people with disabilities.
The Supreme Court granted review in Harvard/UNC to reconsider whether the affirmative action programs of public and publicly funded colleges and universities violated the Equal Protection Clause and/or Title VI. In its decision, the Court held that both universities' admissions programs violated equal protection.
The Americans with Disabilities Act of 1990 was enacted as part of the landmark Civil Rights Act of 1964 and is a civil rights law that prohibits discrimination based on disability. It affords similar protections against discrimination to Americans with disabilities as did the Civil Rights Act of 1964.
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".
Affirmative action is also a remedy, under the Civil Rights Act of 1964, where a court finds that an employer has intentionally engaged in discriminatory practices.
