NCJ Number
181701
Journal
Corrections Technology and Management Volume: 4 Issue: 1 Dated: January/February 2000 Pages: 42-45
Date Published
2000
Length
4 pages
Annotation
This article explains how Title VII -- a key part of the Federal 1964 Civil Rights Act that prohibits discrimination in matters of employment -- applies to corrections officers and other corrections personnel.
Abstract
Four specific bases of discrimination are barred under Title VII: race or color, national origin, gender, and religion. If an employee believes that he/she has been the victim of discrimination prohibited by Title VII, the first step is to file a Title VII complaint with the Equal Employment Opportunity Commission (EEOC). The complaint may be filed in any EEOC office. After the complaint is filed, the EEOC will begin an investigation and interview the employee and other witnesses. It can also request documents for review; it has 180 days to act on a complaint. After investigation, the EEOC will determine whether there is a reasonable basis to believe that the charge is true. If warranted, it will then prepare a "Charge of Discrimination" form, which describes the incident, for the employee to sign. The EEOC is also required by law to try to mediate a settlement. When litigations do occur in cases that involve State and local government employees, the Justice Department rather than the EEOC litigates the claim. This article also discusses various theories about how to prove discrimination and what remedies should apply in particular cases.