It discusses the law's broad prohibition against considering forbidden criteria in employment actions including selection, evaluation, or compensation of employees. It then reviews the remedies that Title VII provides for victims of illegal employment discrimination, particularly the Equal Employment Opportunity Commission (EEOC). Two distinct theoretical bases that courts have used to support findings of illegal discrimination under Title VII are examined, and the exceptions to the prohibition of lawful disparate treatment, the bona fide occupational qualification, and the affirmative action exception are considered in employment actions. Helpful strategies are suggested to help employers avoid violation of this law as well as for reason of effectiveness. In particular employers should assess all of their employment practices for fair and uniform evaluation of knowledge, skills, and abilities necessary for the performance of the job in question.