General Motors Discrimination

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.

The Equal Employment Opportunity Commission (EEOC) may take action when an investigation shows that there has been a violation in a person’s civil rights just because of his or her attributes.

EEO states which is that EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person 's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. These laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

The equal employment opportunity commission was formed on July 2, 1965. The United States EEOC is a federal agency that administers and enforces civil rights laws against works place discrimination. President John. F. Kennedy's Executive Order used equal opportunity for the first time in 1961 by instructing federal constructors to make sure that applicants are treated equally without regard to race, color, religion, sex, or national origin. When the equal employment opportunity was first created by the Civil Rights Act, it was only given limited power to punish the employers that did not adhere to this rule. That all changed in 1972 the congress gave the EEOC the authority to sue the employers. The way that employers are treated at work should

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on : Race, Color, Sex, Religion, and National Origin with respect to employment. “Specifically, it states that it shall be an unlawful employment practice for an employer” (Dressler, 2015, p. 28). “It established the concept of protected classes; those individuals who are protected from discrimination by the legal system. It prohibits discrimination in all employment practices. Title VII makes it unlawful to limit or classify employees in any way that deprives them of employment opportunities or hampers their career progression when that classification is based on their protected status” (SHRM). Title VII also established the EEOC Commission (EEOC) and applies to employers with 15 or more employees and most labor unions.

The Equal Employment Opportunity Commission of 1965 (EEOC) was cited as a federal government agency to address discrimination. Federal government agencies must ensure equality among people in getting jobs without considering race, color, religion, sex, age or national origin. Title VII of the Civil Rights Act of 1964, which forbids job discrimination on the ground of race, color,

An abundant of federal, state, and local regulations prohibit discrimination in employment. Discrimination towards employees who are members of a protected class is prohibited throughout the entire employment process, which includes outreach, hiring, job classification, salary, benefits, promotion, discipline, layoffs, termination, and much more. The Civil Rights Act of 1964 is a federal statute created to safeguard individuals from illegal discrimination on the basis of race, religion, color, sex, and national origin. This Act also established the Equal Employment Opportunity Commision (EEOC) which is responsible for administering laws outlawing discrimination in the workplace and has expanded protected classes against discrimination. Such

In today’s world, the American still has barriers to overcome in the matter of racial equality. Whether it is being passed over for a promotion at the job or being underpaid, some people have to deal with unfair practice that would prevent someone of color or the opposite sex from having equal opportunity at the job. In 2004, Dukes vs. Wal-Mart Stores Incorporation was a civil rights class-action suite that ruled in favor of the women who worked and did not received promotions, pay and certain job assignments. This proves that some corporations ignore the 1964 Civil Rights Act, which protects workers from discrimination based on sex, race, religion or national origin.

The Civil Rights act of 1964 along with Title VII gives employees the option to sue business owners based on color, race, sexual orientation, and religion. This act, rules on the fact, that individuals can take action if a discrimination or harassment issues happens at the employer’s workplace. It expands Civil Rights statues to provide more protection against people who are victimized due to discrimination. It sets the guidelines for job related issues due to disparate impact or treatment issues. However, this act does not assure that everyone who faces discrimination will be employed because frankly he is a minority. If it is felt that there is a possibility of

Federal Equal Employment Opportunity (EEO) Laws-The U.S. Equal Employment Opportunity Commission (EEOC) enforces all of these laws. EEOC also provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies (2009).

The EEOC laws, or Equal Employment Opportunity Commission, are federal laws that enforce employers to not discriminate against applicants of any background. Discrimination by types such as age, disability, equal pay/compensation, genetic information, harassment, national origin, pregnancy, race/color, religion, retaliation, sex, and sexual harassment are all protected under the EEOC laws. It is also illegal for an employer to “discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.” (EEOC , n.d.) The EEOC laws are to help serve justice and to create an equal work environment for people of any kind. The EEOC wants to accomplish the goal of having every applicant to feel at home without being discriminated against. These laws not only affect an employer hiring an applicant however; it affects them in firing, promoting, harassing, training, wages, and benefits. The EEOC’s role is to help find out if any applicant is being discriminated against and to help

There are three applicants for the job offering. One applicant is a white male age 35 who has six years of on the job experience. The other three are an Asian female, black male, and white female. Two of these minority applicants have no practical experience and the other only a few years. In order for the company to meet the quota, the company must automatically reject the white male and only look at the other three applicants. The company now is no longer looking for good experienced employees; instead, they are trying to appear fair. This so called ?equal opportunity? is not what it says. This means that they provide ?equal opportunity for minorities.? They are now discriminating against majorities, which goes against the original initiative for civil rights.

Minority groups in society have faced prejudice and discrimination throughout history and they continue to face it today. Religion and government have immense power to dictate what is seen as “correct behavior” in society. Furthermore, it is when minority groups infringe on these beliefs, that they can face this extreme prejudice and discrimination. Minority groups who have faced these adversities include First Nations and LGBTQ+ groups. Two stories that show the adversities that these groups face are A Word From the Nearly Distant Past by David Levithan and Totem by Thomas King.

Throughout the years the United States has faced many challenges with equal employment opportunities for everyone. The United States has developed The Equal Employment Opportunity Commission, also known as the EEOC, to enforce laws that help prevent everyone from being treated unfairly when it comes to employment options. The EEOC has established stipulations and overlooks all of the federal equal employment opportunity regulations, practices and policies (“Federal Laws Prohibiting Job Discrimination Questions and Answers”). Some laws that have been passed are the Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964 and Age Discrimination in Employment Act of 1967. Although some discrimination is still a problem, all of these

A successful company knows that leveraging diversity is essential in sustaining its success. If an organization chooses not to tap into resources of diversity it could subject itself to legal challenges in addition to limiting its competition domestically and abroad (Bateman, 2011). At Southwest Airlines diversity and inclusion are supported. They have events throughout the year that recognize and embrace the differences of various social groups that their employees may identify. Southwest Airlines is the official airline of the Gay & Lesbian Alliance Against Defamation (GLAAD) as well as other LGBT groups (LGBT Outreach, 2013). Southwest Airlines also partners with the Asian Pacific Islander American Vote (APIAVote) which is a national, nonprofit organization. This group helps Asian American and Pacific Islanders with public policy at the national, state, and local levels (Asian Partnerships, 2013). Within the company, the National African American Women’s Leadership Institute (NAAWLI), help reinforce the strengths and develop proactive strategies of associates and managers (African American Partnerships, 2013). These groups as well as others not mentioned not only make