Procedures Under Title VII

Under Title VII of the Civil Rights act of 1964, employees in the United States of America are protected from workplace discrimination based on race, ethnicity, color, religion or gender. Additionally, Title VII prohibits employment discrimination based on association with any race, ethnicity, color or gender. As well as prohibiting workplace discrimination based on the listed attributes, Title VII also contains provisions against sexual harassment in the workplace. Victims of employment discrimination or Sexual Harassment in the workplace may seek remedy via legal procedure litigation under Title VII of the Civil Rights act of 1964.

Procedures Under Title VII, however, do allow for certain elements of discrimination, providing that the degree of discrimination is "mission critical" to the function of the position. In these cases the employer most often is a military agency. The United States Armed Forces in conjunction with Congress have established the protocol that women may not serve in active combat positions. This includes combat pilots, general infantry and other at-risk positions such as Controlled Demolitions. The rationale behind this under Title VII is that being male is "mission critical" to combat/at-risk operations, and thus is a justifiable form of workplace discrimination. Though there are a large amount of activists as well as female members of the United States Armed Forces who wish to participate in combat operations and attest that they meet the physical task requirements of a male soldier, the protocol stands today.

The Procedures under Title VII are enforced by the Equal Employment Opportunity Commission (EEOC). Te EEOC enforces all Title VII procedures and regulates the state Fair Employment Practices Agency (FEPA). On a national level, an individual may file a complaint for employment discrimination with the FEPA provided that the conduct for which the claimant is filing a protest is in gross violation of federal employment law.

EEOC agencies are tasked with the review of Employment Discrimination complaints, and assess the claimant's validity under Title VII of the Civil Rights Act of 1964. Upon review, the EEOC may advise a claimant of the proper legal procedure and appropriate court for which he or she may seek legal remedy for Procedures under title VII.