Employment laws can be confusing and downright scary.
They don’t have to be. As a public service, from now until my special Halloween webinar Answers to the World’s Scariest Employment Law Questions, I’ll be tackling each major law one by one to give you what you REALLY need to know. By the end, you’ll have handy one-page cheat sheets for each and every law and your terror level will be reduced to zero.
Today’s Topic: Title VII
Here is basically everything you need to know about Title VII (of the Civil Rights Act of 1964) in one handy post.
What employers are covered?
Those with 15 or more employees.
What’s prohibited?
What is an “adverse impact?”
A policy or action that is facially neutral but nevertheless adversely affects a protected class.
What is a “bona fide occupational qualification (BFOQ)?”
If an employer can demonstrate that all or substantially all of a protected class cannot perform a specific function, it may discriminate on that basis.
What are some examples of “terms or conditions” of employment?
May an employer take adverse action against protected individuals?
Yes, so long as it bases its decision on a legitimate nondiscriminatory reason.
What type of harassment is prohibited?
Examples of “protected activity”
What are the potential penalties?
Top Title VII tips
Stay tuned for more. Tomorrow we’ll de-scare-ify Uniformed Services Employment and Reemployment Rights Act (USERRA).
This was originally published on Manpower Group’s Employment Blawg.
