Cantor Enterprises

2. Cantor Enterprises is a public relations and advertising agency; its clerical and administrative staff are represented by a union. A number of the clerical staff are college graduates with marketing or advertising degrees who hope to be promoted into a copywriter or account manager position; however, such workers become discouraged if there are no higher positions open, and their job performance deteriorates, or they quit. The result is a high turnover rate for the clerical and administrative positions. Cantor and the union decide that the company will no longer hire college graduates for entry-level clerical and administrative positions. Does this “no college degree” rule violate Title VII? Explain your answer.

2. Cantor Enterprises is a public relations and advertising agency; its clerical and administrative staff are represented by a union. A number of the clerical staff are college graduates with marketing or advertising degrees who hope to be promoted into a copywriter or account manager position; however, such workers become discouraged if there are no higher positions open, and their job performance deteriorates, or they quit. The result is a high turnover rate for the clerical and administrative positions. Cantor and the union decide that the company will no longer hire college graduates for entry-level clerical and administrative positions. Does this “no college degree” rule violate Title VII? Explain your answer.

Introduction

If you’re a college graduate who wants to get into the field of marketing or advertising, the good news is that there are plenty of jobs available for people with those skills. The bad news is that not all employers will hire you based on your education level and experience. In many cases, that’s because they don’t want workers who have only recently graduated from college—they prefer more experienced professionals who’ve had some time under their belt before starting their professional careers. However, there are also employers who don’t want to hire any college graduates at all because they believe this would lower morale among other employees (especially older ones). So how do we fix this?

The federal Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion and country of origin. But the law also lists additional categories of protected classes.

The Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion and country of origin. The law also lists additional categories of protected classes. These include age, disability, genetic information, pregnancy and gender identity.

In order to prove that it has discriminated against its employees on the basis of sex or national origin (or other protected class), a company must show that it took steps to ensure equal opportunity for all applicants for jobs related to those categories at the time it made its hiring decision—and that these steps were not taken irregularly or unjustifiably.[1]

It’s important not just to think about whether you would have qualified for an open position at Cantor Enterprises but also whether your skills would have been considered “sufficiently equivalent” to those required by the job description[2].

Title VII applies to employers with 15 or more employees. It covers workers in the private sector and state and local government employees as well.

Title VII applies to employers with 15 or more employees. It covers workers in the private sector and state and local government employees as well.

The key issue is whether the employer has a policy restricting openings for entry-level positions to college graduates, which gives it the ability to discriminate against those who do not have a degree from an accredited institution (i.e., colleges or universities).

If this were true, then there would be no need for Title VII legislation because employers could simply refuse to hire people who didn’t meet their qualifications based on some criteria other than “a bachelor’s degree.” However, since it isn’t true—employers cannot legally reject anyone without cause unless they have discriminated against someone based on race/sex/religion etc., so they must follow all hiring practices outlined by law regardless of whether they’re legal under state laws too!

No college degree

Title VII applies to employers with 15 or more employees. It covers workers in the private sector and state and local government employees as well.

Title VII prohibits employment discrimination based on race, color, religion and country of origin. But the law also lists additional categories of protected classes: national origin; sex (including pregnancy); age; disability status/physical characteristics such as pregnancy); marital status; sexual orientation/gender identity (this includes transgender people).

If a company implements a policy that limits hiring to workers without college degrees or experience in certain fields, this might violate Title VII’s criteria for protected classes (race, gender, national origin, etc.). In addition to that violation, it might also be subject to civil-rights lawsuits from individuals who are affected by it.

If a company implements a policy that limits hiring to workers without college degrees or experience in certain fields, this might violate Title VII’s criteria for protected classes (race, gender, national origin and religion). In addition to that violation, it might also be subject to civil-rights lawsuits from individuals who are affected by it.

Title VII applies to employers with 15 or more employees. It prohibits employers from discriminating against any individual because of race/color; religion; sex (including pregnancy); national origin (including citizenship status); disability; age 40 or over; military discharge status; genetic information about family members related by blood/marriage/adoption within three degrees of consanguinity (blood relationship).

Conclusion

In conclusion, if you have a policy which limits hiring to workers without college degrees or experience in certain fields, this might violate Title VII’s criteria for protected classes (race, gender, national origin, etc.). In addition to that violation, it might also be subject to civil-rights lawsuits from individuals who are affected by it.