Title VII protects employees regardless of citizenship or immigration status, in every state, the District of Columbia, and the United States territories. Title VII generally does not apply to individuals who are found to be independent contractors.
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 ...
Final answer: Discrimination based on political views is not covered under Title VII of the Civil Rights Act, which primarily addresses discrimination based on race, color, religion, sex, and national origin. Title VII also includes protections for sexual harassment and pregnancy discrimination.
What types of classifications are “suspect”? In light of the history of the Equal Protection Clause, it is no surprise that race and national origin are suspect classifications. But the Court has also held that gender, immigration status, and wedlock status at birth qualify as suspect classifications.
It does not protect people who are single, divorced, widowed or have dissolved their civil partnerships. The Equality Act says you must not be discriminated against in employment because you are married or in a civil partnership.
What Is Not Considered a Protected Class? Groups not explicitly outlined in federal anti-discrimination laws do not fall under protected classes. For example, discrimination based on political affiliation, physical appearance, or income level is generally not protected under federal law.
It provides that a religious corporation, association, educational institution, or society is exempt from the provisions of Title VII that prohibit discrimination based on religion in the workplace.
Title VII of the Civil Rights Act, as amended, protects employees and job applicants from employment discrimination based on race, color, religion, sex and national origin.
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, and national origin. Sexual orientation is not a protected category under Title VII. The other two options, religion and disability, are protected categories under Title VII.
Areas that may give rise to violations include recruiting, hiring, promoting, transferring, training, disciplining, discharging, assigning work, measuring performance, or providing benefits. Title VII applies to employers in both the private and public sectors that have 15 or more employees.
The protected classes include: age, ancestry, color, disability, ethnicity, gender, gender identity or expression, genetic information, HIV/AIDS status, military status, national origin, pregnancy, race, religion, sex, sexual orientation, or veteran status, or any other bases under the law.
Title VII generally applies only to employers, including nonprofit employers, with 15 or more employees.
Final answer: The Civil Rights Act of 1964 made significant strides in combating discrimination, particularly in areas of employment, public accommodations, and school desegregation. However, it did not specifically outlaw poll taxes.
These protections apply even if state or local laws take a different position. Everyone, regardless of gender, is protected from sex discrimination under Title VII.
Title VII of the Civil Rights Act of 1964 protects employees and job applicants from discrimination based on religion. Title VII also requires employers to reasonably accommodate the religious practices of an employee or prospective employee, unless doing so would create an “undue hardship” on the employer.
Title VII of the Civil Rights Act does not cover federal employees or independent contractors.
Title VII extends protections only to employees and job applicants, but not independent contractors. Note, just because an employer has labeled someone an independent contractor does not make them so.
Title VII applies to private employers, labor unions and employment agencies. The Act prohibits discrimination in recruitment, hiring, wages, assignment, promotions, benefits, discipline, discharge, layoffs and almost every aspect of employment.
The Supreme Court has found that religious employers are exempt from some discrimination laws. Employers are also required to accommodate employees' requests regarding religious practices. The court's opinions on this topic show the ongoing struggle to maintain freedom of religion in a diverse nation.
Title VII also protects employees or applicants from discrimination if they do not subscribe to a particular religious view and/or are atheist.
The answer is Employment Status. The other options, Religion, Age, and Race, are all examples of protected classes.