one of the most significant pieces of legislation in U.S. history. It was enacted to end segregation and combat discrimination in many areas of public life. The Act was designed to eliminate unequal treatment based on race, color, religion, sex, or national origin. It aimed to protect individuals’ civil rights in employment, education, public accommodations, and government programs. 

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Limitations (Exceptions) to Title VII of The Civil Rights Act of 1964:

Employer Coverage Exception:

• Small employers: Title VII applies only to employers with 15 or more employees (for at least 20 weeks in a calendar year). Very small businesses are exempt.

Bona Fide Occupational Qualification (BFOQ) Exception:

• Employers may legally discriminate on religion, sex, or national origin (but never race or color) if it is reasonably necessary to the normal operation of the business.

• Examples: Hiring only women as attendants in a women’s locker room, or requiring clergy members to be of a certain religion.

• The BFOQ defense is narrow and strictly interpreted by courts. Employers have to show why a specific characteristic is needed for the job position.

Religious Organizations Exception:

• Religious organizations, schools, or associations are allowed to hire employees of a particular religion.

• For example, a church may require its ministers or staff to share the faith.

• However, they still cannot discriminate based on race, color, sex, or national origin.

Seniority and Merit Systems Exception:

• Employers may use bona fide seniority systems (e.g., promotions, layoffs by length of service) or merit-based systems (e.g., performance evaluations, test scores), as long as they are not intended to discriminate.

• For example, if layoffs are based strictly on seniority, that’s allowed even if it results in more minority employees losing jobs.

Testing Exception:

• Employers can use professionally developed ability tests to make employment decisions, so long as they are not designed or used to intentionally discriminate.

• However, if tests have a disparate impact (disproportionately harm a protected group), employers must show the test is job-related and consistent with business necessity.

​Indian Tribes Exception:

• Indian tribes are exempt from Title VII when exercising preference in employment for tribal members on or near a reservation.

National Security Exception:

• If a position requires U.S. citizenship or other restrictions for national security reasons under law or security regulations, Title VII does not prohibit those requirements.

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Title VII protects workers broadly, but Congress carved out exceptions to balance religious freedom, business needs, national security, and fairness in established workplace systems.

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You can find the detailed legislation of Title VII of Civil Rights Act of 1964 on the Equal Employment Opportunity Commission (EEOC), Department Of Labor (DOL), and Department Of Justice (DOJ) webpages.