Anti Discrimination Case Study

Identify and describe the specific issues that Maalick encountered in the workplace. Do the actions of other workers at Trenton represent discrimination and harassment? What elements of laws are important for Trenton to consider?

The benefits of diversity in the hospitality business are numerous, however. Diversity can bring new views and perspectives to the table to other workers that they may not have been exposed to it before. It may not occur to a large group of, for example, middle-class white people that there are better solutions or plans for their workplace because they all might have relatively the same ideals and work ethics. However, having diverse groups of people could bring those fresh ideas and problem solving to these workers that may otherwise not occur to them. Especially different ethnicities might, “...offer insightful alternatives Americans might not have considered,” (Ethnoconnect, DATE). Having

Another legal case that was reviewed, and is a directly correlated to EEOC and Civil Rights discrimination issues is the Alaimo v. Thompsonville Fire District #2 and Collen Ann Reidy. In this case we again see Civil Rights Act violations as well as Federal Rehabilitation Act of 1973 under 29 USC § 791 and Fair Labor Standards Act of 1938 violations (Phelan, 2015). Additionally, we see State of Connecticut Workers Compensation Retaliation Violations related to Conn. Gen. § 31-290a and Conn. Gen. § 31-76b. In this case we again see retaliation against Alaimo for he didn’t agree with a politicians plans not to build a new fire station. Instead of following the laws, statues, regulations and policies as they relate to an employee the Commissioners

you guys out. Romi also said that Mariah took off her jacket that she had on and the group of kids started calling her a stripper and kept telling her to strip. Romi said his group that he was with everyone kept telling the four black males to knock it off and that they were being inappropriate. He said one of the males knocked Christian to the ground and started punching him in what he believed to be the right side of Christian's face and temple area. He said the kid that started it was a shorter black male with a messy afro. He also said the other kids started hitting Christian while he was down on the ground. Romi said that several people started helping Christian and people were pulling the other kids off Christian. I asked him if

General Order 600-42, establishes the department’s policy against the practice of racial profiling as set out in state and federal laws, concerning racial profiling and discriminatory practices in general. Discrimination in any form, including racial profiling, is strictly prohibited and the department shall take immediate and appropriate action to investigate allegations of discrimination (Houston Police Department General Order, 2012).

Beneficence- This looks at the risks and costs, meaning the health care professional should act in a way that benefits the patient

First, there is clear evidence that not all jurors are impartial, which makes it reasonable for an innocent person to fear the outcome of their trial. It’s a known fact that bias is inevitable, and it’s extremely difficult to set a bias aside when determining a verdict. Therefore, depending on someone's race, religion, sexual orientation, or gender, they could be fearful of the justice system. The existence of bias in the judicial system has been an ongoing issue for an extremely long time, and it’s still a problem today. After the horrific shooting of Michael Brown, an unarmed African-American teen in Ferguson, Missouri, extensive research was carried out to prove the racial bias in the town. According to an article published by the New York Times, in the two years prior to the shooting, ninety-three percent of all arrests in the town were of people of color (Nytimes.com).

Three white employees (Lynette, Barret, W.T. Melton, and Treva Nickens) file suit against Whirlpool Corp. The plaintiffs (Lynette, Barret, W.T. Melton, and Treva Nickens) (Lynette, Barret, W.T. Melton, and Treva Nickens) alleged race-discriminated in violation of Title VII of the Civil Rights Act of 1964 and §1981 and retaliation in violation of Title VII, based on befriending with and advocacy on behalf of their African-American co-workers. The plaintiffs (Lynette, Barret, W.T. Melton, and Treva Nickens) also claimed they were subject to hostile work environment based on their association with the black employees.

Literature Review: In this quantitative study, Watson, Langrehr, Zelaya and Flores (2016) aimed to investigate the relationship between multiple discriminatory experiences and insidious trauma among a sample of Women of Color (WOC). The topic is significant for the readership of the journal since it has expanded the definition of trauma and brought up a critical perspective of DSM-5 PTSD diagnosis. Researchers cogently provided literature to demonstrate the link between insidious trauma and oppressive experiences such as racism and sexism. They also included preliminary research purporting that self-esteem can be a mediator in the oppression and insidious trauma relationship. They also hypnotized and offered a research review on ethnic identity strength as a moderator in the negative relationship between multiple forms of discrimination and self-esteem, in turn, lessening to trauma symptoms. Based on these hypotheses, they clearly indicated their research questions. The literature review was composed of current research and comprehensive enough to capture the depthless of the research questions.

McDonnell Douglas third step requires the offended party to present proof to make a honest to goodness issue of material certainty that (1) the respondent's expressed reasons had no premise truth be told, (2) the expressed reasons were not the real reasons, or (3) the expressed reasons were inadequate to clarify the respondent's activities (Melvin, 2015). However, Aquino attempted to meet his weight by endeavoring to ruin Honda's expressed reason through insinuation and level dissent. Aquino tried to prove his innocence but there were no facts that showed he was not the one who had to vandalize Honda because he was fired he would be the one that would have a reason to do this knowing he had access to the tools used in vandalizing Honda. Nevertheless, Aquino had to have some form of evidence proving Honda intented to cover up a discriminatory motive or action.

The Title VII Prohibited discrimination in employment based on religion in both its practice and beliefs, you have done the right thing to allow the LGBT group to celebrate the Gay Pride as they request. The problem is, the company did not make sure to let them know, they have to be considered to the other employees by not post anything directly on the notice board. The company is not against anyone's beliefs or religions, but not all employees have also to the beliefs and religion. This is why the Christian employee got offended to see things post direct to the notice board.

In this case the Plaintiff alleged reverse discrimination when she was not hired for a job at Saginaw Valley State University. The position in which the plaintiff applied was for the Coordinator of Campus Recreation position. According to Pilon v. SVSU & Thompson (2003) the primary job functions for this position are as follows, “Plan, develop, promote, direct and supervise all facets of the Campus Recreation Program and the SVSU Athletic Summer Camp Program.” Other essential roles and responsibilities were, according to Pilon v. SVSU & Thompson (2003), “Plan and implement a program of team and individual intramural sports and indoor/outdoor recreational activities for the entire university community.” The applicant would coordinate all aspects of the SVSU Athletic Summer Camps. They would also be in charge of hiring, training, and assisting all student employees within the recreation facility. They also have the responsibilities of setting up and meet regularly with advisory committee, and also assist with administration of the recreation budget, and inventories.

Donna Beegle is your answer. She faced many bumps on her road to success with poverty. The hassle of being a single mother on welfare and watching her family struggle for year was a wakeup call to overcome poverty.

What is discrimination? Discrimination is treatment or consideration of, or making a distinction in favor of or against a person or thing based on the group, class, or category to which that person or thing belongs rather than on individual merit (dictionary.com,2010). In America, there has been many cases of discrimination from both the past and present. Statistics shows that 49% of African American and 11% of Hispanic feel a great deal of discrimination.(Episcopal News Service,2013) Discrimination and racism has some great similarities when it comes to the way people were treated and still being treated in today’s time. So, racism will be mentioned frequently. Therefore, I will discuss the difference between

Diversity matters to every one of us. The hospitality industry makes us unique in that we are able to appeal to each and every person in one way or another. In the lodging segment of the hospitality industry we come in contact with a wide variety of people every single day. Diversity is defined as "recognizing, appreciating, valuing, and utilizing the unique talents and contributions of all individuals” (Webster, 1999) regardless of age, career experience, color, communication style, culture, disability, educational level or background, employee status, ethnicity, family status, function, gender, language, management style, marital status, national origin, organizational level, parental status, physical appearance, race, regional