Public School System Of Discrimination Based On Their Gender, Race, Ethnicity, Sexual Preference, Or Age

Finally, in April 2010, the U.S. District Court Southern District of New York concluded that their judgement in the Equal Employment Opportunity Commission v Kelley Drye & Warren LLP, regarding whether or not improper methods were utilized, citing age discrimination as the basis. The lawsuit including the judgement against the firm, proved to be paramount for countless reasons, since it established a precedent in reference to age discrimination in the workplace.

I was impressed with the oral argument of Vance V. Ball State University case. When I first listened to the oral argument I gained a clear understanding as to why petitioner Vance reason where for filing a lawsuit. Equal Employment Opportunity Commission (EEOC) enforcement under Title VII of the Civil Rights Act of 1964; make it unconstitutional for employers to discriminate against employees on the basis of race, color, religion, national origin, or sex (EEOC, n.d., para. 1). Due to the power that businesses needed to fire workers spontaneously, government and federal laws have been set up to guarantee that purposes behind end are defended and that separation does not assume a part in one's capacity to keep up their occupation (Szypszak,

Belton, R. (2004). Employment discrimination law: cases and materials on equality in the workplace. Thomson/West

The case study, Is this a case of discrimination or non-performance, the author discuss the issue between Dr. George Annan, newly hired the assistant professor and Dr. Mary Reed, the department head for the Applied technology and management at Northern Plain University. Dr. Mary Reed was offered a position as the department head in August 2003. She accepted the new position and was excited to run the department. Within two years, she had a great experience working as a head of the department; however, her job got difficult when she encounters issues with African employee. Dr. George Annan was hired in August 2003 as the assistant professor in the Construction Management Program. He was the only African male professor among three White professors. Issues arise when Dr. Mary Reed observes Professor Annan’s teaching styles and other demands which seem to be problematic. However, Dr. Reed did not provide enough information to the professor Annan which makes him think that he is being discriminated. This is a case of non- performance; however, the manager took some poor steps which lead to the issues.

Freddie Watts and Jimmy Brothers were put in a very tough and uncomfortable situation, as principle and vice principal, when Ann Griffin made a racial comment. Watts and Brothers administered a primarily African American school. Ann Griffin is a Caucasian teacher who made a racial remark to the principle, Freddie Watts, and vice principal, Jimmy Brothers, of the school she was administered to. She stated that she, “hated all black folks.” This required them to question her ability to perform her job correctly without having a racial bias towards black students. A decision must be made regarding her removal. Ann Griffin does have the right to free speech however, discrimination could also effect her students in a negative way.

In the Maine School Administrative District No. 32, it is the intent to pursue policies of non-discrimination and equal employment opportunity in all of its departments, programs, and activities. They’ve used affirmative action to insure that all applicants are treated fairly during employment. Such affirmative action applies to, but is not limited to, employment, appointment, selection, up grading, demotion, transfer, recruitment advertising, lay-off, termination, rates of pay and fringe benefits or other forms of compensation and selection for training or academic leave. It also has established procedures to insure that the effects of its actions upon students, parents, citizens, local educational authorities, schools, libraries, towns and other organizations, and persons are non-discriminatory. It is their policy to insure equal employment/educational opportunities/affirmative action regardless of race, sex, color, national origin, marital status, religion, age or handicap in accordance

SANTA FE INDEPENDENT SCHOOL DISTRICT v. JANE DOE INDIVIDUALLY AND AS NEXT FRIEND FOR HER MINOR CHILDREN, ET AL.

This case involves a female student that is unable to attend an all-boys school. Cases that deal with gender discrimination are subject to intermediate scrutiny.

Charges of workplace discrimination is said to be at an all time high. During the 2015 fiscal year the U.S. Equal Employment Opportunity released information that claims there were more than 89,000 charges filed for workplace discrimination. One of the top ten charges is said to be retaliation, which had an estimate 39,757 cases in 2015, which is 44.5 percent of all charges filed. Retaliation is said to be in violation of the Title VII of the Civil Rights Act of 1964, For the purpose of this research paper I will provide the understanding of both Acts, while also taking a case that deals with to provide the basis of the case, the findings, and the outcome of the charges.

In the case of Franks v. Bowman Transp. Co., 424 U.S. 747 the court reversed the judgment and because of the Civil Rights Act 1964 which prohibited the discrimination based on race, therefore, equitable relief to achieve its purposes, including the ability to award seniority retroactively. Due to the title 7 and Civil Rights Act of 64 which prohibits hiring discrimination based on race, color, sex, religion, or national origin as well as in the case of Alexander v. Gardner-Denver Co., 415 U.S. 36, 44 (1974);same asMcDonnell Douglas Corp. v. Green, 411 U.S. 792, 800 (1973); as well as Griggs v. Duke Power Co., 401 U.S. 424, 429-430 (1971), in addtion, an ordained that its policy of outlawing such discrimination should have the "highest

Plaintiff, Deborah Burke, submits this memorandum in opposition to Defendant Strickland Watson Pierce, P.C.’s Motion to Dismiss. Plaintiff’s retaliation claim should not be dismissed because she exhausted all the administrative remedies by filing a charge of discrimination with the EEOC and being terminated during the investigation. Jones v. Calvert Group, Ltd., 551 F.3d 297 (4th Cir. 2009); Clockedile v. New Hampshire Dept. of Corr., 245 F.3d 1 (1st Cir. 2001); Franceschi v. U.S. Dept. of Veterans Affairs, 514 F.3d 81 (1st Cir. 2008). Further, the conduct she suffered in the workplace was sufficiently severe to qualify as a sexually hostile environment. The Court should deny the motion.

The lawsuit alleges that students were interviewed during the school day by school district board members, attorneys, or officials. The lawsuit claims that the interviewers of the students committed acts of racial profiling and racial intimidation. The interviews were conducted as a part of an investigation of Felarca. The plaintiffs are seeking class action status on the counts of violations of California’s

Kim alleges that Nadal College (NC) discriminated against her by promoting her newer, less experienced colleague (Pete) to a position working with male athletes in a living-learning community instead of her. Title VII could potentially classify this as disparate treatment, meaning NC treated her differently than Pete because she is a woman. However, in this case, NC could easily claim being male was a bona fide occupational qualification (BFOQ) because the job involved living and working with male students. In these cases, the law does not consider it discriminatory behavior to hire an employee of a specific sex because being male or female is essential to the job. With this exception in mind, Kim’s lawyer would likely not pursue the employment discrimination argument as it

Under the ministerial exception of Title VII of the Civil Rights Act and Free Exercise and Establishment Clauses of the First Amendment, can a religiously affiliated organization, such as religious schools, discriminate based on religion when hiring employees, such as teachers, including those who deal with non-religious tasks, such as teaching a secular subject?

Be human to each other. Educate one another. Be accepting and supportive of someone’s gender identity. Get talking, learn more. #NBRightsNow