their age, sex, race, or whatever the case may be. Most cases of employment discrimination follow the sly and tricky form of unfair treatment. (The 2nd form). The law prohibits any discrimination against any person who is applying for a job and or any employee who is currently working for a company. Title V11 of the Civil Rights act of 1964 fights against employment discrimination. Title V11 doesn’t allow for employment decisions to be made on the basis of stereotypes and or the assumptions about a person’s abilities, performance and traits because of their race, age, sex, religion, etc. It also puts a stop to intentional discrimination and certain job polices that may exclude certain groups of people from achieving different positions that may otherwise be eligible to other groups. The question now one should ask is, “How does one prove discrimination?” To prove that discrimination has happened one must have a job where their job performance meets satisfactory standards. If one has a satisfactory performance and is fired or mistreated then it is believed that these actions occurred because of reasons other then job related. In a case in which a new employee (one who may still be on probation) is terminated may have a hard time trying to prove his/her termination was on the basis of discrimination because he/she doesn’t have an established performance record. An employee however, must not have any warnings, probation or suspension on their record. They must also make sure that there are no statements on their resume that are false otherwise these false statements could be used to disprove the employee’s case along with his/her creditability. What should an employee do if they are the victims of discrimination? The employee should file a complaint with either their employer or the Equal Employment Opportunity Commission (EEOC). The EEOC was established by Title V11 in 1965. Th...
