Affirmative Action
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Running head: AFFIRMATIVE ACTION
Affirmative Action
Jason F. Rentscheler
University of Phoenix
Affirmative Action
Affirmative Action is believed to be a part of Title VII. Although Affirmative Action is a part of the statutory resolutions included in Title VII, Affirmative Action is in fact a requirement imposed by Executive Order. Endorsed by Franklin D. Roosevelt on June 25, 1941, the Executive Order originally applied only to defense contracts. Affirmative Action underwent many changes and evolutions before today’s version was signed into action by President Lyndon B. Johnson September 24, 1965. In this paper Affirmative Action and how it applies to public and private sector employers will be discussed. This paper will also discuss how Affirmative Action interacts with Title VII requirements, and what employers are subject to Affirmative Action plans, and why they are subject. This paper will also discuss what the Affirmative Action plans require of the employers and the consequences for non-compliance.
Affirmative Action Regarding Public and Private Employers
Although Title VII prohibits discrimination in employment, it does not impose affirmative duties on the employer. Affirmative action does not apply to all employers. In fact, affirmative action only applies to about 20% of the workforce. Equal employment opportunity is a part of the Civil Rights Act of 1964. Enforced by the Equal Employment Opportunity Commission, Equal Employment Opportunity prohibits discrimination based on race, color, religion, sex, or national origin. Equal Employment Opportunity is enforced in employers in both the public and private sector that have 15 or more employees
Affirmative Action takes Equal Employment Opportunity one step further by requiring employers to achieve a balanced and diverse workforce. Equal Employment Opportunity and Affirmative Action both seek to provide equal and fair treatment of all employees regardless...
Affirmative Action
Jason F. Rentscheler
University of Phoenix
Affirmative Action
Affirmative Action is believed to be a part of Title VII. Although Affirmative Action is a part of the statutory resolutions included in Title VII, Affirmative Action is in fact a requirement imposed by Executive Order. Endorsed by Franklin D. Roosevelt on June 25, 1941, the Executive Order originally applied only to defense contracts. Affirmative Action underwent many changes and evolutions before today’s version was signed into action by President Lyndon B. Johnson September 24, 1965. In this paper Affirmative Action and how it applies to public and private sector employers will be discussed. This paper will also discuss how Affirmative Action interacts with Title VII requirements, and what employers are subject to Affirmative Action plans, and why they are subject. This paper will also discuss what the Affirmative Action plans require of the employers and the consequences for non-compliance.
Affirmative Action Regarding Public and Private Employers
Although Title VII prohibits discrimination in employment, it does not impose affirmative duties on the employer. Affirmative action does not apply to all employers. In fact, affirmative action only applies to about 20% of the workforce. Equal employment opportunity is a part of the Civil Rights Act of 1964. Enforced by the Equal Employment Opportunity Commission, Equal Employment Opportunity prohibits discrimination based on race, color, religion, sex, or national origin. Equal Employment Opportunity is enforced in employers in both the public and private sector that have 15 or more employees
Affirmative Action takes Equal Employment Opportunity one step further by requiring employers to achieve a balanced and diverse workforce. Equal Employment Opportunity and Affirmative Action both seek to provide equal and fair treatment of all employees regardless...