Major HR Laws Affecting Equal Opportunity
Scenario 1: As a manger I would honor his request and put him on the first shift on Friday. Then Monday put it on the third shift to accommodate him. I don’t see that there is any law being violated here.
Scenario 2: Title VII of the Civil Rights Act of 1964 which protects employees from discrimination on the basis of race is being violated here. The employees would get a written warning so if this behavior continued it would be grounds for termination. The supervisors would be terminated immediately. As a supervisor this behavior will not be tolerated what so ever and they must be held accountable.
Scenario 3: Civil Rights act of ’64 is being broken again here on the basis of sex. I would advise the company to revise the ad so that it is open to anyone regardless of their gender.
Scenario 5: The Pregnancy discrimination act is being violated here. As a manager it is not up to you to determine if she could continue doing her job. Especially if there is a potential loss in wages, would suggest getting a doctor’s note stating it is ok for her to continue or daily duties. If the doctor states otherwise then we go from there.
Scenario 6: The law that was violated was the Americans with Disabilities Act. Jennifer has been discriminated by her illness which is wrong. Regardless if she suffering from multiple Sclerosis does not mean she is not capable of doing the job, and doing it to the best of her ability. So as the manager I will definitely consider her for the position.