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Title VII and Other Forms of Employment
Discrimination
Title
VII of the Civil Rights Act of 1964 prohibits discrimination
against any individual with respect to compensation, terms,
conditions or privileges of employment on the basis of race,
color, religion, sex or national origin. Any employer engaged
in "an industry affecting commerce" and having 15 or more employees
is subject to the provisions of Title VII.
While this rule appears simple, it is complex in its practical
application and in its compliance.
Courts have recognized sexual harassment as a form of sexual
discrimination, whether it be Quid Pro Quo sexual harassment
or Hostile Work Environment. An employer's best strategy is
to stop sexual harassment before it begins by educating employees
on what constitutes sexual harassment in the workplace and by
establishing a clear policy against sexual harassment and reporting
procedures to follow should an incident occur.
Corporations as well as supervisors and managers of the company
may be held personally liable for discrimination in the workplace
and forced to pay compensatory and punitive damages. Not only
do these lawsuits affect companies through negative publicity,
employee morale problems and potential penalties, the suits
may impact the companies' managers directly.
Our attorneys are experienced in providing a wide range of legal
services, including preventive consulting, training and legal
representation to help companies understand and manage the complex
requirements of Title VII and other employment discrimination
laws and regulations. We also defend corporate clients against
administrative claims and lawsuits.
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