According to Cheeseman (2010, chap.33, p. 513), Title VII of the Civil Rights Act of 1964 prohibits discrimination in “decisions regarding dismissal”, thus Pat can sue NewCorp as he signed the employment contract legally binding both parties. NewCorp may therefore be liable for both breach of contract and wrongful dismissal, but it may use it rights to dismiss an employee at will. Vermont is named as one of
Persuasive Essay for Mississippi University for Women v. Hogan 458 U.S. 718 (1982) By: Linda Murray Professor: Deborah Zeringue Class: CM114-04 Writing Comp. 1 Date: May 12, 2008 In today’s world every person, male or female, deserves to be treated equal. Every person should not be judged on their gender or race, when trying to pursue something in their life. In the case Mississippi University for Women v. Hogan, 458 U.S. 718 (1982) the court ruled that a school excluding males from enrolling in a state-supported professional nursing school does violate the Equal Protection Clause of the Fourteenth Amendment. Hogan was decided correctly because it violated the Fourteenth Amendment; by men being in the school it does not prevent women from gaining training or other opportunities, and the medical field is not specifically just a woman’s job.
While the Civil Rights Act of 1964 does forbid job discrimination based on an individual's "national origin," the U.S. 9th Circuit Court of Appeals on March 6, 1989 ruled that the act is not violated if an employer refuses to hire someone whose accent "interferes materially" with their ability to perform a job. (Savage 1990) This precedent is set in Manuel T. Fragante v. City and County of Honolulu (9th Cir. 1989) 888 F.2d 591, 596. In this case, the district court found that the “oral ability to communicate effectively and clearly was a legitimate occupational qualification” for the job in question. (Savage 1990) This finding was based on the court's understanding that an “important aspect of defendant's business, for which a clerk would be responsible, involved the providing of services and assistance to the general public”.
Title VII of the Civil Rights Act of 1964 as amended by the Equal Employment Act of 1972 states that it is illegal to discriminate in all employment activities with regard to the individuals religion, race, color, national origin and sex. The exception to this law is companies are allowed to enforce occupational qualifications, seniority and merit systems, testing and educational requirements. This means that JetBlue can refuse to hire an Asian pilot if he does not have the necessary qualifications to be a pilot. That would not be a Title VII violation. If JetBlue had a
In the Airbnb term, the community includes guests, hosts, and cities where host community has a significant presence. The deep attention to the development of community has differentiated AirBnB’s corporate responsibility from general mitigation of social harms to the reinforcement of social progress through corporate strategy. Airbnb creates the open doors policy in which everyone can belong to the Airbnb community and be treated equally. If a guest anywhere in the world feels like they have been discriminated against in violation of the Airbnb policy – in trying to book a listing, having a booking canceled, or in any other interaction with a host – Airbnb will find that guest a similar place to stay. Relative to hosts, Airbnb has built the hub named Airbnb citizenship where every host have access to tools for success.
After this evaluation United Airlines should look at the numbers from the flight to make sure it covers all cost associated. United Airlines should make sure the total revenue collected covers the cost of all the services stated. United Airlines should also consider competitive equilibrium due to the fact that firms produce output at the minimum point on their average cost curves (Brickley Smith & Zimmerman). After this analysis is completed and for some reason the numbers don’t match up then united Airlines should reevaluate the flights from San Francisco to Washington D.C. The issues should be whether or not all services and products are needed, and if some services and products need to be cut.
The Americans with Disabilities Act (ADA) was passed July 26, 1990 as Public Law and became effective on January 26, 1992. The ADA is landmark federal legislation that opens up services and employment opportunities for Americans with disabilities. The law was written to strike a balance between the reasonable housing of citizens' needs and the size of private and public entities to respond. It is not an affirmative action law but is intended to eliminate illegal discrimination for disabled individuals. The ADA recognizes and protects the civil rights of people with disabilities and is modeled after earlier landmark laws prohibiting discrimination on the basis of race and gender.
It means that if a black person applied for a job against a white person, the employer cannot hire the white person based on their colour preference, they must compare the skills and attributes to be brought to the business and evaluate fairly. It includes direct and indirect like the Sex Discrimination Act. Direct would be only advertising for a black male for a job as it would discriminate white people. Indirect discrimination would be where a job advert only wants blonde people for the job purpose, this would discriminate against all people without blonde hair. EQUAL PAY ACT 1970: This act makes it law for employers to pay men and women equally in the workplace.
The focus of this case study is about how to hire the right person and give a specialized training to each employee in order to create a nice atmosphere without any troubles. It is important to do recruitment in order to find persons that fit with the culture and values of the company. They are using trainings to make sure that employees are always operational. Analysis First, JetBlue Company spends a lot of time and money in recruitment and trainings to find the right candidate. Indeed, the future recruited candidate has to possess the same values and culture as the company.
The Civil Rights Act of 1964, commonly referred to as Title VII, was a major milestone in American history. Essentially, this act prohibits employers from discriminating against employees in processes of hiring, promotion, and termination decisions that are based on race, color, religion, sex, or national origin. This act relates closely with affirmative action policies which were created around the same time in order to benefit underrepresented groups of people. Since courts began to hear more and more claims of unfair treatment following the passage of the Civil Rights Act of 1964, the Office of Personnel Management, the Equal Employment Opportunity Commission (EEOC), and the Department of Labor met in 1978 to develop guidelines for the courts to follow (Mitchell, 2013). There, the inception of the Uniform Guidelines on Employment Selection Procedures (UGESP) was created.