Legal Framework of Diversity Legal Framework of Diversity Imagine living the experience of being fired from a job because of pregnancy. Imagine the financial struggle this would cause. A person should assert civil rights if he or she is unlawfully terminated. The only way to promote changes and diminish discrimination is by coming forward and allowing the law to handle the situation. The Equal Opportunity Commission (EEOC) dedicates time to defending discrimination against employees.
There are several laws covered under the Uniform Guidelines on Employee Selection Process. To begin with, you have Title VII which was put in place in order to protect the women and minorities of the workforce. Furthermore, another law that is protected in the guidelines is the Equal Employment Opportunity Act also known as Affirmative Action, which was set in place to aid in any inequalities that might be present in the hiring and promotion process. With the comments made by the managers there are blatant inequalities placed for women who aspire in having this position. Some other laws that are not addressed under this guideline, but the managers should be aware of is the Age Discrimination and Employment Act and the American with Disabilities Act.
Memo for Boss To: Mr. Angel Law Firm Boss From: Attorney Clapper Date: May 4, 2014 Re: Memo addressing concerns of the client Dear Mr. Angel, I would like to address some of the concerns for our current client in hopes that this will help ease her worries. I understand that she is the current victim of a sexual assault but she did not report what had happened to the police. It is my understanding that she would like to sue the person and possibly have him put in jail on charges for the crime. I do feel that the client does need to know her rights and deserves to have justice. I have conducted some research for her that I am in hopes she will find informational and helpful to her.
The whistle blower Protection Act (“WPA”) of 1989 was enacted to safe guard workers who report major violations of law from being discharged or otherwise retaliated against by their employers. To qualify for whistle-blower protection, an employee must provide a written disclosure regarding a violation of State or Federal law through (1) mismanagement: (2) abuse of authority, (3) substantial waste of public funds, or (4) danger to public health and/or safety. (Employment Law, New Challenges in the Business Environment 6th Edition by John Jude Moran© 2014PearsonEducation, Inc.) Sheldon is protected by The Whistle blower Protection Act he would be able to keep his job, but the company will receive a stiff fine if this is found to be true that they are dumping 50% of the toxic waste into the
It clearly causes an Adverse Impact on the women. This stipulation should have been discussed during the interview process and some kind of paperwork should have been signed showing that this was understood by the new hire. The Girls Club of Omaha, Nebraska has sufficient reason for their “Negative Role Model Policy.” This policy would be considered a Bona Fide Occupational Qualification. BFOQs is an exception to the civil right laws that allows an employer to hire employees of a specific gender, religion, or national origin when a job requires it. .
As the record shows 14 out of 25 employees are female that are affected by unequal pay. If the issue at hand is not resolved immediately then this can have negative impact if the employees who are affected by the pay file a complaint with EEOC office. If the EEOC was to inquire into this matter they would find the company guilt of sex discrimination and would have to pay considerable back wages and not to mention legal actions which could result in huge settlement to the employees. I think by hiring a compensation consultant form outside like the university is a great way to get a third party to look at what the salary should be for these employees based job evaluation of the same cluster. Using the current, accurate and usable study done by HR director should help the consultant resolve the issue.
Sexual harassment in the workplace Peter Samuka Strayer University English 215 writing assignment # 1 Dr. Rochelle Harris July 10, 2011 Abstract The selection of this topic “sexual harassment in the workplace” for my research paper is of great importance to me. This essay will point out my experience and connections that I have had with sexual harassment in the workplace and why I think actions should be taken to prevent or minimize such act. Introduction If we happen to come across or hear the word “sexual harassment” we might know what that is. From my experience and connection with this word, I can define sexual harassment as an unwanted or inappropriate sexual contact with another person. In order for this act to be considered sexual harassment, the person been harass must acknowledge the harasser that his or her act is inappropriate and unacceptable.
Persons who are the victims of sexual harassment may sue under Title VII of the Civil Rights Act of 1964 (42 U.S.C.A. § 2000e et seq. ), which prohibits sex discrimination in the workplace. The federal courts did not recognize sexual harassment as a form of sex discrimination until the 1970s, because the problem originally was perceived as isolated incidents of flirtation in the workplace. Employers are now aware that the victims of workplace sexual harassment can sue them.
Sexual harassment falls into two categories: quid pro quo sexual harassment and hostile environment sexual harassment. Quid pro quo is “this for that”. For example, if a supervisor propositions a subordinate with a raise if she goes out with him-constitutes as quid pro quo. When one party interferes with the work performance of the victim in an unreasonable manner, or exposes the victim to a rude, lewd and uncomfortable work environment, it constitutes a hostile environment sexual harassment. Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.