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practice to deny employment opportunities to any individual who does not fulfill the national security requirement stated on section 703(g) of title VII”

The Bona fide occupational qualification exception: “The exception stated on 703(e) of title VII, that national origin may be a bona fide occupational qualification, shall be strictly construed.”

According to the statistical data compiled by the office of research, Information and planning from 1997 to 2007, total number of charges filed under Title VII alleging national origin-based discrimination is rapidly growing. According to EEOC report, it has received 9,936 charges of national origin discrimination, in 2007. This data shows an increase of 13% & 40% compared with that of 2006 and 1997, respectively.

In the Fiscal year 2007, the Equal Employment Opportunity Commission has effectively filed and resolved 7,773 national origin discrimination charges using various legal resolutions. Accordingly, employers have incurred total settlement cost of $22.8 million in the year 2007. This sum doesn't include monetary benefits obtained through litigation and given to victims. The figure has a 151% & 7.5% increment compared with the years 1996 and 2006 respectively. This indicates the effectiveness of Title VII on enforcing its aims for which it stands for.

4. MAJOR AREAS OF NATIONAL ORIGIN DISCRIMINAITONS

National origin discrimination covers wide areas of employeement decisions. According to EEOC report, “discrimination based on national origin has been filed regarding recruitments, hiring, promotions, transfers, wages and benefits, work assignments, leave, layoffs and /or terminations, discipline, training and apprenticeship programs.”

The author of this paper has a chance to observe recruitment process in government job that have been advertised . Even though each job has its own specifications, all have on thing in common, a question of biographic data. This question asks what race or group an applicant belongs to. According to this observation, the question of national origin is implied with in that questioner. That is the place where discrimination on recruitment starts. Once a candidate fills up the application identifying who he/she is, the probability of being called for interview is in question if the name or group on the application doesn't sounds familiar. The same is believed to be true in other areas of employeement decisions.

The general purpose of Title VII of the Civil Rights Act of 1964 is to outlaw employer and union practices that discriminate against employees on the basis of race, color, religion or national origin. However, in situations of the author's experience mentioned above, it is hard for this law to be enforced because applicants do not know employers discriminatory selection procedures.

Employers have been blamed for using various discriminatory rules that vi本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。