Employment laws refer to regulations that oversee the relationship among the employees, employers, and their unions (Collins & Ewing, 2012). The laws consist of contract doctrines and statutory regulations. Matters such as labor wages, hours, safety, and protection are predetermined in the laws.
Apart from enhancing the relationship between labor stakeholders, the laws create a powerful system for enhancing a collective and cultural life (Appleby, 2008). The laws ensure that employees, employers, and their unions function effectively. Similarly, the laws safeguard workers from being exploited by their employers.
The article below focuses on the impacts of Title VII of the Civil Rights Act of 1964 on organizations as highlighted in the Georgetown Journal of Gender and the Law.
According to the journal, the Civil Rights Act forbids harassment based on color, nationality, race, and sex (Max, 2007). The act was passed into law in the year 1964. Upon the passage of the act, the United States’ organizations witnessed the prohibition of any form of discrimination in the work place (Max, 2007). During the 1960s, the law had little powers.
However, during the preceding years, the law was amended to guarantee workers and employers equal protection and representation. In general, the law has forbidden organizations from discriminating during hiring, implementing policies, promoting, training, and retrenching employees (Max, 2007).
The act has had significant impacts on organizations. As such, the law acknowledges discrimination as a form of harassment. Therefore, organizations have been forced to restructure their labor policies. The act allows workers to file complaints and charges related to discrimination without fear of retaliation from their employers.
Equally, the law mandates the employers to accommodate employees’ cultural and religious practices in the workplace so long as their practices do not enforce any undue adversity on the actions of their firms (Max, 2007). Based on the above illustrations, it is apparent that organizations have become more accommodating to employees from isolated and minority communities, unlike it was during the 1960s.
Concerning the journal, the second impact that the law has had on organizations is that it has enhanced diversity (Max, 2007). Following the abolition of discrimination laws, organizations have been able to hire employees from different races, ethnic groups, and nationalities.
Diversity has enhanced productivity. Due to the passage of the law, American organizations have become very diverse owing to the diffusion and acceptance of different cultures. Every ethnic group and race have brought a dissimilar point of views, dissimilar behaviors, and new civilizations into the American organizations.
Similarly, the act may negatively affect offenders and their organizations. Cases of discriminations violate the Civil Rights Act leading to prosecution (Max, 2007). In this regard, employers should realize that discrimination is costly to an organization. An environment that fosters harassment causes low morale in the employees and leads to high turnover.
Low morale among the employees in any institution translates to low production leading to a decrease in returns. Researchers have affirmed that most workers prefer to quit or change their work rather than to be constantly harassed by their employers (Max, 2007).
Similarly, an organization may incur costs because of a harassment claim. If a victim files a case of harassment against a staff member or the employer, an organization has to set aside time and resources to explore and resolve the issue. Likewise, an organization can damage its public image whenever it is alleged that it harasses its workforce leading to a drop in its returns.
References
Appleby, G. S. (2008). Harassment and discrimination: and other workplace landmines. Irvine, Calif.: Entrepreneur Media.
Collins, H., & Ewing, K. D. (2012). Labour law. Cambridge: Cambridge University Press.
Max, F. (2007). Title VII of the Civil Rights Act of 1964. Georgetown Journal of Gender and the Law, 1(981), 544-566.