There are many different types of employment law in the United States and around the world. In an effort protect individuals from unfair treatment in regards to employment, certain statutes are formed and created Federal laws protecting employees. In 1964 Congress enacted the Civil Rights Act of 1964. Title VII of this Act named the Fair Employment Practices Act focused on laws that employers would have to follow in relation to how they treat their current and prospective employees. The purpose of this Act was to ensure individuals the right to current or future employment without discrimination and to allow them to sue employers if those laws were violated. The Equal Employment Opportunity Commission (EEOC) is a Federal Agency whose members are appointed by the President. The EEOC enforces anti-discrimination laws as it pertains to employment. It also has the authority to investigate complaints, interpret statutes and bring lawsuits against the employers on behalf of the complainant for discrimination. (Cheeseman)
Title VII of the Equal Employment Opportunity Act applies to employers with 15 or more employees, all employment agencies, and the majority of Federal employees. Employers who employ less than 15 employees are not required to follow the laws of Title VII. The reason being, that it would be too costly for them to comply with the laws and defend against lawsuits. Indian tribes and tax-exempt private clubs are also exempt. (Cheeseman)
Title VII makes it unlawful to discriminate against "protected classes" of society. That means an employer cannot treat any person unfairly because of their; race, color, sex, religion, or national origin. Employers are not allowed to use any of the protected class factors when making employment decisions. This includes hirin ...