Examples Of Racial Discrimination

The problem(s) or issue(s) at the core of the case: Kenneth Jorgenson had been an Automotive Mechanic II with the Equipment Services Department of Maricopa County in Arizona since July 1, 1999. About three years later on May 16, 2003 Ken Jorgenson became injured job as he lifted a battery out of a box for Kenneth Jorgenson things at work became complicated. On June 27, Jorgenson underwent surgery and was in hospitalized eight days; he subsequently returned to work on light-duty status on November 11, 2003. For a while, things seems to be all right however, about one year later Jorgenson was reinjured on March 6, 2004. The county moved to terminate Kenneth Jorgenson 's employment in April 2004, but

Discrimination is when someone has a bias opinion on a specific crowd of people due to their race, sex, religion, or order of rank. This basically goes hand in hand with the phrase judging a book by its cover meaning the person with the negative opinion will not give the other individual a fair chance for the reason being they are being stereotypical and not thinking of the other person’s talent, or character. A modern day example of discrimination would be if a male employer were to compensate a female employee a lower pay due to her gender. At some time in everyone’s life due to today society, we have all been victimized by discrimination. Whether it may be a dirty look from a random person, or the way you dress, talk, and even look.

One example is a testimony from a Mr. Alberto Lovato, a 29-year-old Latino man that who was pulled over for allegedly using a turning lane to pass other vehicles, even though police records show that the area the police officer stopped Mr. Lovato was more than 15 miles away from the site of the alleged violation. The police officer apparently drew his pistol, held it on Mr. Lovato, and ordered him to get out of the car and lie face down on the ground, where he was put in handcuffs and dragged toward the back of the police car. He was then held in custody based solely on his race, and questioned about gang activity, and drug and weapons trafficking. He spent several more hours in jail even after interrogation; reportedly stopped on the side of the road because of passing illegally.

A lawsuit was filed on March 21, 2016 by Fresno Police Sergeant Cervantes who is suing Fresno Police Department and three other detectives. He states workplace harassment and discrimination due to his Hispanic ethnicity. Further details state, “Sgt. Paul Cervantes accuses Sgt. Tim Tietjen and Detectives Brad Alcorn and Cary Phelps of smearing his reputation with false accusations and spreading rumors that he’s a dirty cop. Tietjen, Alcorn and Phelps are white.”(Lopez, para.2) Such accusations can lead to further tensions, costly legal battles, and government investigations. Sergeant Cervantes seeks unspecified damages, attorney fees for discrimination, retaliation, defamation and malicious prosecution. He also states he has been subjected to such discrimination and harassment since January 2008 to the present. Furthermore, it is not the first time Fresno Police Department has been sued for similar incidences. There is an ongoing problem in the department that needs to be resolve.

The company offered inconsistent versions of why Mr. Gill was terminated and who did the termination. They were indifferent to Mr. Gill’s concerns and did nothing to address those employees engaging in blatant racial harassment even after other black employees complained and, most damaging, the company retaliated against Mr. Gill when he complained by terminating his

Plaintiff claims false arrest, false imprisonment, malicious prosecution and assault. Per the Law Department abstract, officers, including Det. Hernandez were executing a search warrant. Officers entered the apartment and brought everyone inside the apartment into the living room including plaintiff and handcuffed. Everyone including plaintiff were searched. Officers recovered marijuana from separately apprehended Jeffrey McCaskill’s person. Plaintiff was transported to the precinct 48 pct. Plaintiff states officers removed her from the holding celling, assaulted by officers, and placed in shackles. Plaintiff allegedly bended Det. Moises Martinez left hand causing injury when he tried to place in shackles. Plaintiff was re-arrest for assault.

Derrick L. Kincade, a former software implementation consultant for PROS, Inc. ("PROS"), claims the company violated chapter 21 of the Texas Labor Code by (1) withdrawing an alleged promotion he had received based on his race (African American); (2) creating a hostile work environment based on two racially offensive notes he anonymously received at work; (3) retaliating against him for having filed an EEOC charge of discrimination by not allowing him to continue to work from home and by requiring a doctor's note for an absence; and (4) after securing other employment and giving two weeks' notice of resignation, by constructively discharging him. PROS is entitled to summary judgment on these claims under Tex. R. Civ. Proc. 166a(c) and 166a(i)

Three other current and former employees of Fontana Unified’s police division have made claims that Officer Garcia sexually assaulted

When we talk about racial profiling would be referring to the practice that human beings in order to discriminate against certain individuals suspected of a violation based on race, religion, ethnicity or national origin practice. Profiles criminals, in general, such as police practiced, is the dependence of a set of characteristics that believe it is associated with the crime. Examples of racial profiling are the use of race for which drivers leave minor traffic violations, or the use of race for developed countries, that crosswalks to find illegal contraband.

Per the summons and complaint, plaintiff claims excessive force and false arrest. Plaintiff claims that defendant PO Norman Ortega forcibly stopped, searched, and arrested him. Plaintiff states that PO Ortega did not recover any drugs from plaintiff’s person. Criminal charges were, later, dismissed against plaintiff.

Dean Washington stated her desire to withdraw her recommendation for Mr. Richardson’s promotion and her desire fire him is for what she describes as “unprofessionalism” of his involving the police in an office matter causing unnecessary disruptiveness to the work place. The Dean taking such an action could open the university up to an additional retaliation claim. In Litigating employment discrimination cases, Andrew Friedman explains that anti-discrimination laws also contain provisions prohibiting retaliation against engaging in a constitutionally protected activity, such as filing a sexually harassment claim. He further explains that “to establish a prima facie case for retaliation, an employee must show 1) that she engaged in a protected activity; 2) that an adverse employment action occurred; and 3) that a causal link existed between that protected activity and the adverse action” (Friedman, 2012). For the causal link there has to be knowledge of the protected activity taking place at the time of the adverse action and it has a lot to do with the amount of time between the two actions taking place (Friedman, 2012).

A civil rights organization accused the sheriff of violating the constitutional rights of individuals based on their Latino physiognomy, such as a Latino man named Juan Garcia who claimed to be wrongfully detained. Robert Mead, a law enforcement officer who resigned in protest of what he believed to be systematic racism corroborated Garcia’s claims. The prosecution further argued that there was no evidence Garcia

Lauren Goldston, an employee at Sangria's Mexican Café, a restaurant in Tucker, Georgia complained of being sexually harassed by a male cook at the restaurant. The cook engaged in unwelcome sexual advances, remarks, and inappropriate touching. Goldston reported the conduct to the restaurant's owner. Goldston's mother, Sara, aunt Francesca, and uncle, Max, all worked at the restaurant as well. They also reported the sexual harassment on numerous occasions. Instead of ending the harassment, the restaurant terminated the Goldstons in retaliation for reporting the misconduct. The family reported the restaurant to the Equal Employment Opportunity Commission (EEOC). One presumes that the EEOC investigated and substantiated the charges, and then unsuccessfully attempted to settle the charges with the employer, though those facts are not detailed in the press release or the news article. The EEOC ended up bringing suit against the restaurant. At a jury trial, the jury returned a $51,700 verdict in favor of the family, which included back pay, compensatory, and punitive damages (EEOC, EEOC wins jury, 2012).

As defined in The Real World: An Introduction to Society, “individual discrimination occurs when one person treats others unfairly because of their race or ethnicity while institutional discrimination is usually more systematic and widespread and occurs when institutions practice discriminatory policies that affect whole groups of individuals.” (Ferris and Stein) Simply said, discrimination against an individual can be eliminated by the person who is doing discriminating but institutional discrimination will only stop when the views of society change.

Whether or not the actions of Ms. Leslie Gonzales towards Mr. Ray Garcia establishes an act of sexual harassment.