Title VII of the Civil Rights Act of 1964

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Application Interviews Background Checks The Economic Realities Test The IRS Independent Contractor Test

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Discrimination

Discrimination Overview Discrimination Defined Retaliation in the Workplace Defined Retaliation Associational Discrimination and Scope of Retaliation Scope of Supervisor Liability and Standard of Proof Title VII of the Civil Rights Act of 1964 Discrimination Analysis under Title VII Affirmative Action, Sex Discrimination & Retaliation Pregnancy Discrimination Act Disability Discrimination - Part I Disability Discrimination - Part II Age Discrimination EEOC Enforcement

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Wages

Exempt from Overtime Compensable Time Permissible Deductions

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Workplace Privacy

Legal Framework of Employee Privacy

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Employment Law 101

Format: Self-paced
Course Duration: 3 hrs 11 mins
SHRM Professional Development Credits: 3.0
HRCI General Recertification Credits: 3.25
Certificate of Completion (after passing quiz)

Lawsuits and legal actions are on the rise. We regularly hear about employers leaving themselves liable and open to employee issues related to noncompliance of a regulation. In today’s business environment, every HR Professional must learn the basics of employment law to legally hire, evaluate and manage employees. In this course, Mark Addington, Esq. will discuss a number of different laws that impact the people relationships in the workplace. During this course, the student will learn:

The difference between an employee and independent contractor
Effective hiring, evaluation and termination procedures
An overview of employee benefits
Methods to resolve employment disputes
Discrimination and union laws
Workplace safety rules
Effective communication techniques, negotiation strategies and legal tests for court proceedings

Students will also gain an inside view of the law with case examples, real situations and prevention strategies to effectively resolve workplace issues. The overall goal is to provide you, the HR Pro, with an overview of important laws, help you deal with compliance issues and how they relate to many of the HR functions. Support your organization’s success by being compliant and keeping you, your managers and senior leaders, out of legal trouble. Please note: Course originally recorded in 2015 with a focus on employment law in the United States. Laws may have changed since the original recording. Always consult an attorney when it comes to making employment law decisions.

NOTE: There are new regulations starting January 1st, 2020 that increase the threshold in the salary test. Always consult an attorney as regulations discussed in this course can change.

SHRM:
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 3.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.

HRCI:
This activity, has been approved for 3.25 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.

Title: Title VII of the Civil Rights Act of 1964
Module: Discrimination
Duration: 1:56

In this lecture, we’re gonna talk about Title VII. Title VII of the Civil Rights Act of 1964. Now I'm gonna limit the scope of my conversation here to the employment aspects of Title VII, although there are housing aspects of Title VII as well.

And in Title VII, it's important to note that there are five protected categories. Race, color, religion, sex, and national origin. So these five protected categories are protected and, therefore, any discrimination on the basis of those protected categories is prohibited under the law. Specifically, this particular law covers all government employees and private sector employers that have 15 or more employees.

Really, the only category that is practically excluded from coverage into this law is private sector employers with less than 15 employees. It covers unions even, as long as there are 15 or more members and it also covers all staffing agencies or employment-related agencies. So those are the three main categories of who the law covers.

And this is the conduct that it prohibits. Refusing to hire, or discharging, or discriminating against an individual with respect to compensation, terms or conditions, or privileges within the workplace based upon the protected status. Also, if the employer seeks to limit, or classify, or segregate and separate employees in a way to deprive advantages in the workplace or opportunities. This can also be considered discrimination as well.

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Instructor: Mark Addington

Mark A. Addington, Esq. advises and advocates on behalf of businesses concerning Labor & Employment Law, Business Regulatory Compliance, Restrictive Covenants (Non-Competition, Non-Solicitation, and Confidentiality), Wage & Hour, Privacy, Technology, Business Contracts, and Mediation.

He represents and counsels businesses exclusively in all types of employment matters involving discrimination law, disability law, employment contracts and separation agreements,...

Mark's Full Bio