North Memorial Health Care: A Case Study

After reviewing the data it is apparent the promotional rate of women in managerial positions when compared to the men is disproportional to the size of the population. This shows disparate treatment, the company hires women, but women do not promote at the same pace as men. This shows strong evidence of discrimination and if not resolved will lead to a violation of the Equal Employment Opportunity Commission.

Federal law and corporate governance prohibit discrimination and harassment, and Maalick, a minority with a unique religion, encountered inappropriate behaviors in the workplace. It is clear that the Treton office in Chenworth, Kansas had a prolonged atmosphere of ridicule, mistreatment, racial harassment, and religious discrimination. Contrary to protections afforded in Title VII of the Civil Rights Act of 1964, office personnel openly displayed inappropriate workplace behaviors and defied corporate policy and federal law (Gomez-Mejia, Balkin, & Cardy, 2016). With Title VII regulating adverse actions against a person based on race and religion, workers perpetuated religious mocking and ridicule with head nodding and laughter to Maalick’s new religion.

Facts: This is a Title VII action alleging harassment based on national origin and religion. The facts are set forth in the light most favorable to Rafiq. On May 11, 2001, Mohommed Rafiq was hired as a car salesman. Rafiq was born in India and is a practicing Muslim. The alleged harassment began on September 11, 2001. When he arrived for work that afternoon, his co-workers were watching news coverage of the terrorist attacks and one of them asked him in a mocking way, "Where have you been?", as if to infer that he had participated in the attacks.

The United States is one of the most culturally and religiously diverse countries in the world. The founding fathers of the United States wanted to ensure that its people would have the ability to practice their religion with no threat of persecution. In order to accomplish the goal of religious freedom and continue to ensure that all people of any religion would be free to practice their religion, the United States passed Title VII of the Civil Rights Act of 1964 that prohibits an employer from discriminating based on the religious views of its employees. As the citizens of the United States spend a large amount of time in their places of employment, religious practices that these employees feel are necessary for the true observance of their religion must be accommodated by the employers. This law contends that in cases where the accommodation of religious practices of its employees does not create undue hardships, an employer must make reasonable accommodations for employees to practices the beliefs of their religion. As the demographics of the United States continues to change with more religiously diverse people immigrating to the country, employers are coming under more pressure to ensure they are taking all possible precautions to accommodate the religious practices of its employees. These precautions are important as the once an employee has established a bona fide complaint of religious discrimination, the burden of proof then falls on the employer to prove they

In the article Religious-Discrimination Claims on the Rise by Melanie Trottman, it is stated that “the EEOC received 3,811 religion-based complaints in fiscal 2012, the second-highest level ever and just below the record 4,151 in 2011” (Trottman, 2013, p. 1). In another article Study: Workplace Religious Discrimination on the Rise by Mike Ward lists similar number of religion-based complaints. The article by Trottman mentions that the EEOC has filed religious-discrimination lawsuits against companies in the fast-food, hair-salon, aviation, hotel, retail, medical and health-services industries. A recent case that the article mentions is about Muslim woman who worked at Abercrombie and was fired by the manager because her hijab violated

The Complainant requested a “reasonable accommodation” under Union Pacific EEO policy to attend a religious seminar. Complainant’s request was denied by CMS.

As a practicing Muslim Elauf wore her hijab to the interview. During the interview neither Elauf or the interviewer Heather Cooke, the assistant store manager, mentioned the hijab or anything else related to Elauf’s religion. Upon completion of the interview it was determined by Cooke that Elauf was a good candidate for employment. Even though she was deemed fit for the position, Cooke was worried that Elauf’s hijab would violate the company’s Look Policy. Abercrombie’s Look Policy includes a strict “no caps” guideline. Cooke’s concern led her to ask both her store manager and district manager. Cooke then alluded to her superiors that she believed Elauf wore a hijab for religious reasons. It was at this point that Cooke was instructed not to hire Elauf because her hijab violated their policy. The EEOC, on behalf of Elauf, brought a suit against Abercrombie & Fitch Inc., for their alleged violation of Title VII. While the district court found in favour of Elauf, awarding her $20,000 in damages, the Tenth Circuit court reversed this decision. They did so claiming that for an employer to be held liable the applicant must request or discuss the accommodation that they are seeking to provide the actual knowledge of said

They said if the share of female bosses increased by only .24 percent, the gender gap would decrease by more than 40 percent. This is an interesting find as it shows that just a couple of changes could make a big move toward equality, yet we aren’t making those changes. The authors concluded the slow progression of women’s corporate jobs is due to the history of men dominating those

On 02/012016, at approximately 1833hrs, Officer Estimond unit 3610 was dispatched to a reported subject urinating inside of the train located on the southbound platform at Doraville station.. Once Estimond made contact with Mullins, he realized that Mullins was staggering and unable to stand alone. Officer Estimond also smelled the scent of alcohol coming from Mullins breath. Mullins was arrested for Drunkennes and transfered to Doraville city jail. Doraville refused to intake Mullins because of his drunkenness. officer Estimond returned with Mullins back to Doraville Station and called for an Ambulance to respond. Dekalb EMS #54 arrived, treated Mullins on scene and decided to transfer Mullins foR further evaluation to Northside hospital.

In another case, a restaurant called Sorrano’s Mexican Restaurant was sued in 2002 by Terra Neave(manager)for not accommodating to religious belief. She led a bible study after work and two of her subordinates attended. According to company policy manager are not suppose to socialize with subordinates,to prevent sexual harassment. The company offered to transfer her to another location, she refused and continued to lead bible study with her subordinates. With this type of substantial evidence she lost the case. In these two cases our rights were upheld and justice was served according to our civil rights laws(Luci Scott, Jan 2009).

Trinity Community is challenged with two current healthcare trends. The first trend is related to Medicare and how doctors are paid on Medicare claims. Medicare’s primary coverage group is for people older than 65 years of age. Medicare also covers some people under 65 that have certain disabilities as well as people of any age that have End-Stage Renal Disease. Year after year, lawmakers have been trying to fix a part of the Medicare law that would cut payments to doctors. Since the late 1980’s, the cuts would continue to grow annually and eventually exceed a 20% pay cut.

Barb: I found an article about a discrimination case against Consolidation Coal Company where they were found guilty of violating an employee’s right to their religious beliefs under Title VII. After 35 years with the company, they began to require their “employees to use a newly installed biometric hand scanner to track employee time and attendance” (Court Awards Over Half Million Dollars Againdt Consol Energy/Consolidation Coal in EEOC Religious Discrimination Lawsuit, 2015). She told her employer that this practice violated his “religious beliefs as an Evangelical Christian” (Court Awards Over Half Million Dollars Againdt Consol Energy/Consolidation Coal in EEOC Religious Discrimination Lawsuit, 2015). The company didn’t seek an alternative

The last protected class discriminated against within the hospitality industry that will be examined is religion. Everyone has their own beliefs, and practices their own faith, but at times these practices can interfere with one’s job opportunities and livelihood. In the case, Christian Emergency Services Supervisory Officer Denied Religious Accommodation and Subjected to Harassment at Keystone Resort, the victim, Lisa Marie Cornwell, an emergency services supervisor at the Keystone Resort, was subjected to harassment for not only her Christian religion but for her gender as well. She was denied religious accommodation and treated less favorably than her male counterparts. The EEOC said that Cornwell’s supervisor, Rick Garcia, banned her and another Christian employee from discussing their Christian beliefs and would not allow them to listen to Christian music while on duty. Moreover, according to the EEOC, Garcia ridiculed Cornwell for asking for scheduling accommodation so that she could attend her desired religious services, and denied her requests while scheduling lower ranking officers for the shifts she requested. On top of that, Cornwall was also sexually harassed, so she went through a lot.

The most common explanation for why some jobs are female and some jobs are male is simply because it is traditional. It has been this way for so long, why change it? A more developed approach is the sex role theory. This explains that companies do not hire women for certain jobs because society agrees that there are appropriate roles for men and appropriate roles for women. An example of this is women being waitresses because they serve food in the home. A third argument is physical strength, which states that women are excluded from certain jobs because of their lack of physical

It was in 1977 that the United Healthcare United Health group was founded by Richard Burke. The headquarters of the company are in Minnetonka, Minnesota. This organization works towards the betterment of people's health, it help them in living a healthy life by providing them with the kind of health care that would be best for them. The main focus of United Healthcare which is a major division of the United Health group is to provide the people with better health benefits and coverage.