The facts of this issues is that there has been in some cases of hairstyle based discrimination within the work place. Looking at the case of EEOC v. Mims Distributing Company, Inc., in regards to Christopher Alston, an African American man. This case was a hairstyle based discrimination, however it was based on the company not having a policy to addressed hairstyle as a religious practice. The outcome of this case ended with Mims Distributing Company paying $50,000 and adopting a formal religious accommodation policy that will address future issues (Lally, 2015). Another case based on hairstyle discrimination would be Farryn Johnson v. Hooters. Ms. Johnson, an African American was awarded more than $250,000 after an arbitrator found that racial discrimination did in fact contributed to her getting fired (CHUCK, 2015). Hooters prohibits only African-American Hooters Girls from wearing blond highlights in their hair, other women were allowed to wear blond highlight in their hair (CHUCK, 2015). Johnson was told by the manager that blond streaks didn 't look natural on African Americans (CHUCK, 2015). However, on the other hand cases that are similar to Chasity Jones, an African American woman, who was initially hired to work for Catastrophe Management Systems but notified later that the job was withdrawn because of her hairstyle, which were dreadlocks, was not found guilty of discrimination (Wellington, 2016). However, every case is not like the other case because
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The U.S. Equal Employment Opportunity Commission (EEOC) holds the responsibility of enforcing federal laws that make it illegal to discriminate against a job applicant or an employee based on a person’s race, color, religion, sex (including pregnancy, gender identity and sexual orientation, national origin, age (40 or older), disability and/or genetic information (U.S. EEOC, 2016a). The EEOC laws cover most employers with at least fifteen employees as well as labor unions and employment agencies (U.S. EEOC, 2016a). The EEOC has the ability to investigate charges of alleged discrimination against employees who are employed by organizations covered by the EEOC. The EEOC not only uses these investigations to protect alleged victims, they also use them as an education tool for organizations. The EEOC conducted an investigation based on racial discrimination in the EEOC v. Alliant Techsystems case, which was settled in 2012 when they paid the alleged victim in relief expenses.
There has been a notable amount of conversation on the internet on the rebirth of the natural hair movement. Cherise Luter (2014) states that despite afros and the natural hair movement not being a new concept (i.e. the Black Power Movement), it has gone under what she calls a “refreshing change”. Furthermore, what used to be “I’m black and I’m proud”, has been replaced with “I’m me and I’m proud” (Luter 2016). So, what is the natural hair movement? It is defined as a movement where black women decide to not conform to the social norms of chemically altering their hair and wearing it in its natural, kinky, or curled state (Joignot 2015). The movement could also be considered as an outlet for black women to display their racial and cultural pride or to articulate their “political position (Brown 2014:297). However, simply the terminology “movement” is something that should be shocking to many. There is a great amount of historical context behind the continuous influence Eurocentric beauty ideals have had on black women for centuries. According to Nadia Brown (2014), Black natural hair throughout history has proven to be recognized as “either unintended or intended personal and political statements” (298). the beauty standard in Western society which praises European hair textures, has influenced many black women to be critical of other black women who choose to chemically straighten their hair, accusing them of being subservient to the dominant and pervasive racist
It is apparent from the black female actresses that Chris Rock interviewed, like Nia Long, that black women are not aware of what Asian women go through in order to provide black women with straight hair. During this scene, it is revealed that many Indian women often give up their hair for religious purposes. However, this is not always the case. Some Indian women are often subjected to having their hair cut off and stolen. This is how black women in the United States are getting their hair, and it is unfortunate that some Indian women are being victimized in order to help black women assimilate to Western ideologies. Therefore, black women are appropriating the Asian culture whether they know it or not. They are trying to obtain this straight hair that society has deemed as good hair. Thus, they are not considering what Asian women or Asian workers are going through in order to get them this hair. However, I cannot completely blame black women for victimizing and appropriating Asians. This appropriation is the result of society convincing black women that their hair is not good enough. Hence, societal notions of what good hair looks like causes black women to lose self-confidence in their natural
The researcher interview with African American women with natural hair and examination of social media. The researchers explain that in the natural hair community a curl texture is more attractive than kinky hair texture and lengthier hair more desirable than short hair; also having manageable hair is dynamic to African American women’s effective performances of Black femininity. This research expands the discourse in African American Studies that theorizes the experiences of African American women with natural hair compared to those of African American women with relaxed hair such as perms (Howard, 2015, p.
The parties in this lawsuit are: Equal Employment Opportunity Commission (EEOC) (plaintiff) and Mims Distributing Company, Inc (defendant), the EEOC is the plaintiff on behalf of Christopher Alston (Lally, 2015). Christopher Alston was a potential employee of the Mims Distributing Company, Inc.
The mission of the EEOC, as set forth in its strategic plan, is to promote equal opportunity in employment through administrative and judicial enforcement of the federal civil rights laws, education and technical assistance.
This case is followed by the laws and regulations of OSHA. OSHA (Occupational Safety and Health Act) is an organization that has been put into place to ensure the safety of employees while on their jobs. These regulations are put into place to help reduce the number of on the job injuries and deaths.
CCIB received a call from DCFS. They received a call from a member of the staff of LA County Board of Supervisors (Ofuna). Elizabeth reported that FFA SW Claudia Cuevas was driving her personal vehicle (with no foster children in it) when she was involved in a vehicle accident. The other driver was a Miss Cummins, was concerned and convinced Ms. Cuevas to take cash for the damage repair. MS. Cuevas accepted $450 in cash (in two payments.) Miss Cummins is apparently under the age of 18 and her mother, Nobie Cummins became aware of the situation and confronted Ms. Cuevas at the FFA. (Karen cash, director of the FFA was present). Nobie Cummins accused Ms. Cuevas of intimidation and manipulation of her daughter. (Daughter was called and on speaker
Since the early 1900s, Black women have had a fascination with their hair. More explicitly, they have had a fascination with straightening their hair. The need to be accepted by the majority class has caused them to do so. Though the image of straight hair as being better than coarse hair still hasn’t left the Black community, there has been a surge of non straight hairstyles since the nineteen sixties. Wearing more natural hairstyles, which ironically enough include ‘weaves’ and ‘hair extensions’ has been considered to be more empowered and more enlightened. However, this image comes with a price, and though it appears the ‘natural’ hairstyle movement has advanced Black women, it has actually set
It appears that on September 28, 2017 the EEOC sues Home Depot for Disability Discrimination. The EEOC brought the suit under the Americans with Disabilities Act (ADA), which prohibits disability discrimination in employment, after first attempting to reach a pre-litigation settlement through its conciliation process. The case (EEOC v. The Home Depot / Home Depot U.S.A., Inc., Civil Action No. 17-cv-06990) was filed in the U.S. District Court for the Northern District of Illinois, Eastern Division, and has been assigned to U.S. District Judge Robert W. Gettleman. The EEOC is seeking full make-whole relief, including back pay, compensatory and punitive damages, and non-monetary measures to correct Home Depot's practices going forward. "Our
Equal Employment Opportunity (EEO) laws have helped shape the workforce today and they have greatly contributed to the introduction of diversity in the working environment. No longer are people rejected of employment based on their race, gender, age, or disability. The labor force has increased from 62 million people in 1950 to over 159 million people in the labor force today (Toolsi). The passing of the EEO laws proved to be a great advancement in the diversity of the workforce and treatment of employees, but it was a tremendous battle to get where we are today. Before the passing of these laws, unequal treatment was normal and discrimination was common among the majority of employers. This made acquiring employment difficult and caused many people to be unemployed. Three Equal Employment Opportunity laws that helped diminish these discriminatory practices were Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, and the American with Disabilities Act of 1990. For each law, I will describe what it enforces and explain the actions that happened in society and the workplace that made these laws necessary. I will discuss important political figures that contributed to the passing of these laws. Lastly, I will examine how each law has improved human resources and has led to better management of employees overall.
Jon Fries, Fletcher Anderson, Craig Schuster, and Catherine Sprauer are the main figures in this case and they had important responsibilities in F&C International, Inc.
1. In a defined-contribution (DC) pension plan, the employee or employer, or both, make regular contributions to the plan. In the US, employees typically set aside a predetermined percentage of their earnings which is deposited to the plan and the employer will match that contribution. Ultimately, the amount of money available to the individual upon retirement is determined by the performance of their investments. Each employee retains the option to choose how to diversify their investments, while the employer will typically provide a “default allocation” option. The options available are generally very varied, and includes a number of index funds and actively managed mutual funds.
MediSys planned a launch of IntensCare which is a new remote monitoring system for the use in hospitals’ intense care units. This is a major launch for the company because it is a $20.5 million investment which is the largest investment for the company. MediSys Corporation is facing many external problems along with experiencing problems internally trying to finish the product by the set deadline. The company is having many issues. The issues consist of dealing with the software development, failure to communicate effectively, and lack of motivating factors.
Polyethylene is the world’s most widely used plastic. Polyethylene plastic’s principal application was in packaging, from trash bags to milk jugs. It was widely used in the manufacture of everything from trash bags, picnic cutlery and garbage pails, to plastic toys. Polyethylene also replaced glass, wood, and metal in certain applications.