Civil rights laws provide many examples in which individuals are protected by the law. This document provides simple examples of civil and criminal protection laws, briefly describing some civil rights laws and how these laws can be used to improve or understand citizens' rights. First, the student describes the sexual harassment law, which is explained in a simple manner but is nonetheless violated. Second, the student explains defamation, intimidation, discrimination, and at-will employment. Finally, the student describes specific procedures, policies, and actions that companies should implement to avoid harassment within their organizations. The Civil Rights Act of 1964 is specific to this matter regarding Marwan's conduct and is clearly set forth in Title VII of the Civil Rights Act. This regulation protects employees from workplace discrimination based on sex, race, creed, national origin and religion and applies to all employers, whether local, state or national. Organizations that employ fifteen or more employees must comply with this regulation (Civil Rights Act, nd). Pursuant to this law, a commission called the Equal Employment Opportunity Commission was established to protect individuals from discrimination and enforce this and other relevant laws such as discrimination. Discrimination in the workplace has existed for a long time and was initiated by US authorities after hearing of several cases of harassment. Discrimination law protects applicants, employers and employees. The law states that no employer can make a recruitment decision based solely on the race, origin, gender, disability of the candidate and cannot take favor of anyone...... middle of paper ......with touching her breasts and other body parts and secondly, he even threatened to date them or else he would get them fired. Both of these cases fall under this sexual harassment law. The Civil Rights Act prohibits an employer from discriminating on the basis of sex (Title VII of the statute, n.d.). The sexual harassment clause is covered by this sexual factor. There are two types of sexual advances. First, when the employer asks the employee to perform sexual favors as a condition of employment. These favors can be verbal, non-verbal or physical. They can be explicit or implicit in nature. This type of sexual harassment is called Quid Pro Quo sexual harassment under the law (EEOC, n.d.). The second type of sexual harassment involves creating an unfriendly and unprofessional environment for the employee, i.e. a hostile work environment. In