Question

1. Title VII of the Civil Rights Act of 1964 made disparate treatment of men and women in employment illegal. But the Court has ruled that a policy with disparate impact on women (or other classified groups) is also illegal. Provide an example of such a policy that could get an employer into trouble. What is a valid defense for a policy with a disparate impact? Give an example.

Answer 1

Appearance policy is one such kind of policy where there is a disparate treatment of employees. There are few instances where the employers are asking the Woman certain kind of dresses and Make up and the same with men. This policy sometimes may against wish of their employees which comes under Title VII of civil rights and it is illegal. Many cases were there that employers are asking the female too dress some what which have got some kind of attraction and sexual appeal and even Men to dress like to wear suits etc. This policy is having so much controversy where sometimes it is justified that appearance policy is must and sometimes it is not justified.

Valid defence for a policy with disparate impact can be given my employer only after telling why the policy is made and justify them with a reason.

If the employer is an owner of Modelling business Company than the apperrance policy is must as that is what his clients or people expect that even his employees should be having a look which gives them an attractive look

Even in Flights we see the air hostess wearing dresses which have some sort of attraction. Depending on the nature of work employer will design his policies.