IOS users who set their devices back to May 1970 or earlier ended up getting up a surprise when their iPhones, iPads, and iPods immediately stopped working.
Apple has acknowledged there is a problem and they posted this announcement on their Apple Support website:
“Manually changing the date to May 1970 or earlier can prevent your iOS device from turning on after a restart. An upcoming software update will prevent this issue from affecting iOS devices.”
They further went on to advise that they are currently in the process of rectifying the issue and there will soon be an update that will prevent the problem from occurring.
A bogus ad began circulating in the early part of last week. This ad encouraged iOS users to manually set their device to the year 1970 in order to experience a classic Macintosh theme on their phone –a pretty vindictive method by which to cause iOS users a host of massive inconveniences and financial aggravation. It could have possibly been incepted by an employee of Macintosh or a jilted Apple customer –maybe; maybe not.
Whatever your thoughts may be, the whole situation had me thinking outside the dilemma; it had me thinking about the past. As an NYC employment law attorney, I began to ponder over what it would be like if instead of cell phones, people really could turn back the hands of time.
What were employment laws like back in 1970?
Just six years prior to the Equal Employment Opportunity Commission created Title VII of the Civil Rights Act of 1964. The law was set up to protect individuals from employment discrimination, as well as discrimination against voting and public accommodations.
Some months previously President John F. Kennedy publicly aired a televised speech in which he explained the need for the act:
“We are confronted primarily with a moral issue. It is as old as the scriptures and it is as clear as the American Constitution. The heart of the question is whether all Americans are afforded equal rights and equal opportunities, whether we are going to treat our fellow Americans as we want to be treated . . . [O]ne hundred years of delay have passed since President Lincoln freed the slaves, yet their heirs, their grandsons, are not fully free. They are not yet free from the bonds of injustice. And this nation, for all its hopes and all its boasts, will not be fully free until all of its citizens are free.
…Next week I will ask the Congress of the United States to act, to make a commitment it has not fully made in this century to the proposition that race has no place in American life or law.”
Eight days later he called on Congress to pass what is now known as the Civil Rights Act of 1964.
President Kennedy felt the need to incorporate fairness, equality, and justice into our legal system so that every African-American, every woman and all individuals alike could be afforded the opportunity to not be judged on the basis of one-dimensional characteristics. Everyone is entitled to be assessed based on their integrity and the intellect that he or she brings to the workplace.
That is why those laws were implemented back in 1964; fifty years later, they are still very much in effect.
Title VII of The Civil Rights Act of 1964 was set up to protect individuals in the workplace from discrimination based on sex, race, color, national origin, and religion.
If your employer is not adhering to the laws implemented under Title VII of The Civil Rights Act of 1964, then we strongly urge you to contact a discrimination lawyer immediately here at the Derek Smith Law Group.
The discrimination and sexual harassment attorneys at the Derek Smith Law Group, PLLC take on a great deal of employment law cases. Our cases involve sexual harassment and discrimination in Manhattan and the greater New York City area. Our attorneys are competent in handling all cases of employment law. We will fight for your rights and get you justice. We also represent employee discrimination cases in New Jersey, Miami, Philadelphia. Please feel free to call us at 212-587-0760 for a free consultation.
