chapter 3-Title VII of the Civil Rights Act

What is the full name of Title VII?

Title VII of the Civil Rights Act of 1964.

Is Title VII federal or state law?

Federal law.

Which agency enforces Title VII?

The Equal Employment Opportunity Commission (EEOC), with cases sometimes referred to the DOJ.

What does Title VII prohibit?

Employment discrimination based on race, color, religion, sex/gender (including pregnancy, sexual orientation, and gender identity), or national origin.

Which employment practices are covered by Title VII?

Hiring, firing, promotions, pay, benefits, training, job ads, use of facilities, and virtually all terms and conditions of employment.

Which employers must comply with Title VII?

Employers with 15+ employees, including private companies, government agencies, and labor organizations.

Who is covered under Title VII protections?

Job applicants, current employees, former employees, and union members, regardless of immigration/citizenship status.

What are the consequences of violating Title VII?

Compensatory & punitive damages (up to $300,000 depending on employer size), back pay, reinstatement, and retroactive seniority.

What Supreme Court case extended Title VII to sexual orientation & gender identity?

Bostock v. Clayton County (2020).

Give two examples of Title VII violations.

Refusing to hire a pregnant woman; racial harassment in the workplace.

What are some reasons employees may hesitate to file a Title VII claim?

Fear of retaliation, emotional cost, uncertainty of process, friendships, or job market concerns.

What are best practices for employers to remain compliant with Title VII?

Provide anti-discrimination training, create complaint channels, audit HR practices for bias, accommodate religious needs, and promote inclusion.

What are the two main statutory provisions of Title VII?

(1) Prohibits discrimination in employment decisions based on protected classes; (2) Prohibits limiting, segregating, or classifying employees in ways that deny opportunities based on protected classes.

Who is NOT covered by Title VII?

Independent contractors and employers with fewer than 15 employees.

What kinds of harassment are prohibited under Title VII?

Harassment based on race, color, religion, sex/gender (including pregnancy, sexual orientation, gender identity), or national origin.

What must an employee prove to bring a valid Title VII claim?

That the discrimination occurred because of membership in a protected class.

What remedies are available besides monetary damages?

Back pay, reinstatement, and retroactive seniority.

What are some barriers that discourage employees from filing Title VII claims?

Lack of knowledge of rights, fear of retaliation, emotional toll, long/uncertain process, workplace pressure, family/job market concerns.

What is the maximum compensatory/punitive damages amount for an employer with 201–500 employees?

Up to $200,000.

Can employment decisions be based on stereotypes or assumptions under Title VII?

No, decisions cannot be based on stereotypes or assumptions about protected characteristics.

Does Title VII require employers to make religious accommodations?

Yes, employers must make reasonable adjustments to policies or practices to allow employees to observe sincerely held religious beliefs.

Does Title VII cover retaliation against employees who file complaints?

Yes, retaliation for filing or participating in discrimination claims is prohibited.