What Employment Counselors Need to Know About Employment Discrimination and the Civil Rights Act of 1991
作者:
JANET W. HAGEN,
WILLIS W. HAGEN,
期刊:
Journal of Employment Counseling
(WILEY Available online 1995)
卷期:
Volume 32,
issue 1
页码: 2-10
ISSN:0022-0787
年代: 1995
DOI:10.1002/j.2161-1920.1995.tb00419.x
出版商: Blackwell Publishing Ltd
数据来源: WILEY
摘要:
Under Title VII of the Civil Rights Act of 1964 there are two theories of liability for employment discrimination: disparate treatment and disparate impact. While disparate treatment deals with the adverse treatment of a specified employee, disparate impact deals with discrimination against a class of individuals. The Civil Rights Act of 1991 modified the law to allow plaintiffs to more readily bring a discrimination case. This article reviews the major components of the Civil Rights Act of 1964, the Civil Rights Act of 1991, and a proactive approach to using equal opportunity law in employment counseling.
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