Title VII and Employee Management: What You Need To Know

Title VII of the Civil Rights Act is one of the most significant employment discrimination laws in history. At first glance, the employee management provisions of this act are relatively simple – it prohibits discrimination in the workplace. However, Title VII does much more than just that.

Among other things, Title VII sets specific provisions for employers based on size. Most Title VII and other Department of Labor provisions target businesses with 15 or more employees. While all businesses, including those with less than 15 employees, are subject to oversight from the Employment Litigation Section of the DOJ, those above this threshold must adhere to other regulations. 

In order to help your business adhere to these requirements, we have created this brief overview of employee management as it pertains to companies with 15+ staff members.

Key Provisions of Title VII

Title VII of the Civil Rights Act’s primary provision focus on prohibiting discrimination based on:

  • Race 
  • Color
  • Religion
  • Sex
  • National origin

Since the act became law in 1964, it has been amended several times. One such amendment created the Equal Employment Opportunity Commission or EEOC. This amendment also outlined the EEOC’s enforcement powers, review processes, etc. 

One Title VII amendment also created an appeals process for employees filing grievances against their employers. This amendment sets time restraints and outlines the appeals process.

We recommend accessing the full text on the Department of Labor’s website for additional information on Title VII provisions.

Other Pertinent DOL Standards

Businesses with at least 15 employees must adhere to a multitude of different Department of Labor standards. One such standard involves posting an “EEO is the Law” poster in a prominent location within the business, such as in the employee break room. Additionally, businesses may have to adhere to provisions set forth in acts, such as:

  • Fair Labor Standards Act
  • Occupational Safety and Health (OSHA) Act
  • Longshore and Harbor Workers’ Compensation Act
  • Employee Retirement Income Security Act
  • Comprehensive Omnibus Budget Reconciliation Act of 1985 (COBRA)
  • Health Insurance Portability and Accountability Act (HIPAA)

The specific acts an employer must adhere to will vary based on the number of people they have employed and the industry in which they operate. The DOL page has a more extensive list of various provisions and acts.

Failure to comply with applicable standards can have serious repercussions, such as fines or lawsuits, for a business. 

Obtaining Assistance with Compliance

Keeping up with all of these overlapping provisions is anything but simple. In fact, it can be quite challenging and time-consuming. 

You can still make life easier by adopting a robust employee management and payrolling solution, such as those available through Simpay’s Onboard program. The technology can assist with payroll management, HR-related tasks, and more. As a one-stop shop, it puts the simple back in employee management so that you can focus on core processes, such as growing your business and serving your customers. 

By becoming educated on the Title VII of the Civil Rights Act, you can adhere to the required standards and avoid fines and lawsuits as your employees have peace of mind knowing they’re protected. Complying with the employee management standards will reduce your turnover rate, protect your business, and secure your future as a small business.  


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