Regal Property Management Case Study

The review of Chern’s Flagship Store and analyzing its full-time sales associates hiring data for evidence of adverse impact, “a substantially different rate of selection in employment decisions that adversely affects a protected group, protected groups under title VII of Civil Right Act include race, color, religion, sex, national origin, age discrimination, and the American with Disabilities Act (Phillips, Gulley, 2015). This evaluation described by, Section 4D of the Uniform Guidelines states that “a selection rate for any race, sex, or ethnic group which is less than 4/5ths (or 80%) of the rate for the group with the highest rate will generally be regarded by the

In Bangkok, Thailand, a group of financial investors invested in a hotel called The Regency Grand Hotel. This hotel is the most cherished hotel in town, where the employees and guests enjoy spending time at this five-star hotel. This place hosts approximate 700 employees that give fantastic benefits, year-end bonuses and ensures job security.

Over the last several decades, workplace issues have become an area of controversy for most employers. This is because the regulations surrounding what practices are considered to be discriminatory have increased dramatically. To enforce these issues, the Equal Opportunity Employment Commission (EEOC) is playing a central role in making employers follow these provisions of the law. A recent example of this occurred, with the case EEOC v. HCS Medical Staffing Inc.

Companies that discriminate on basis of a host of job-irrelevant issues, comprising race, sexual orientation, gender, disability, age and ethnicity put themselves at a competitive disadvantage as opposed to companies that appraise employees solely on their credentials and qualifications to work well. Given the high rates of discrimination encountering the workforce today, discrimination based on racial discrimination and sexual orientation represents an actual hazard to the profitability of companies (Oeo.tufts.edu, 2015). This essay discusses the non-discrimination policy of the Home depot company.

If an employer treats some job applicants who are protected under the civil rights laws less favorably than others because of their protected status, the applicant may have a Title VII claim. A causal connection between the applicant's protected status and less favorable treatment may be proven under a disparate treatment theory. Equally important, proof of discriminatory intent is required in a disparate treatment case. The employer's motivation and intent can be proven through circumstantial evidence that the job applicant was treated less favorably than similarly situated job applicants outside of the protected class. Essentially, the burden of proof for a Title VII disparate treatment case is based upon the burden-shifting test that the United States Supreme Court articulated in McDonnell Douglas Gorp. v. Green. In this influential case, the Court established the well organized framework to determine whether employment discrimination occurred due to disparate treatment. To prove a prima facie case in an employment discrimination case based on disparate treatment, a plaintiff must show that he/she is a member of a protected class who applied for and was qualified for a position but was rejected based on his protected status. The

Write a 100- to 200-word response to each of the following questions. Provide citations for all the sources you use.

Regency Pointe is the Premier Senior Living Community in the South. Located near the banks of the Coosa River, this picturesque community is nestled among rolling hills, scenic forest, and natural wild flowers. Affordable comfort and classic charm make it an easy choice for seniors, such as residents Tom and Charlotte McKenzie. The McKenzie’s favorite thing about Regency Pointe? “The landscaping! They do a beautiful job at landscaping; the bushes and plantings are really great and they are always cutting the grass and replanting the flowers, usually before it’s even needed, in my opinion.” said Mr. McKenzie.

We all ought to be for the 2nd degree standard of affirmative action as the hiring process stays objective in this degree. Taking a second look over a resume or looking past the front page of a minority resume does not directly guarantee a job for them, but just gives them a higher chance to be noticed. However, when bumping up to the 3rd degree standard of affirmative action, the hiring process turns subjective. Hiring a person just because of their race or gender disregards any qualifications needed for the positions work. A

Good morning, hope each of you are having a great week. First of all let me begin by saying thanks to each of you for the wonderful job you are doing, because of individuals such as you in SWVA alone we have grown over 400% this past year. This is an unheard of amount of success and I take every opportunity to brag on such a wonderful group of individuals, so from all of us we say thank you for the extraordinary job you are doing.

This facially neutral policy will have an unfair impact on women since the majority of women will not meet the height and weight requirements (Melvin, 2015). This is a case of disparate impact. An employer does not have to render with a motive or given incentive for action. Title VII protects members of a protected class from unlawful adverse impact by employers. When it initially declared this hypothesis in Griggs v. Duke Power Co., the Supreme Court perceived that goal was not generally a vital component to demonstrate segregation and that certain evaluation techniques for worker determination, advancement, also, task, for example, composed tests, education, weight, height, and educational requirements, and also oral competitor interviews—could

It was nice seeing you all Thursday night. I hope you are enjoying the weekend.

Richey Property Management, LLC is a full-service property management firm that is located in Reston, Virginia. The service areas they cover include Reston, Vienna, Oakton, Fairfax, McLean, Herndon, Arlington, Alexandria, Falls Church, and Great Falls. Richey Property Management, LLC possesses more than 32 years of real estate experience. Their services include property management, manage of the rental property, investment services, senior property management services, and agent referral program. Richey Property Management, LLC has competitive rates and services. This property management agency offers a free rental analysis. Richey Property Management, LLC is accredited by the Equal Housing Opportunity agency. This property management agency

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.

While equal rights and equal pay legislation made it illegal to discriminate “based on race, color, religion, sex or national origin“ (U.S. Equal Employment Opportunity Commission, 2011b, p. 1), the number of workplace discrimination cases continue to rise and is costing employers more than $319 million in 2010, not counting litigation (U.S. Equal Employment Opportunity Commission, 2011a). Many employers have extensive human resource organizations with a sophisticated grasp on the implications of equal rights legislation on employers, that employ professionals, like I/O psychologists and attorneys, to establish fair policies and employment practices, and decrease an employer’s risk of litigation (Aamodt, 2010). In fact, employers often perform statistical analysis of employment practices to understand whether the practice could have an adverse impact against members of a protected class. For example, testing is a practice employers use for employee selection in the hiring process; even when an employment test is determined to be reliable, valid, and cost-efficient, care is taken to assure testing predicts performance equally well for all applications (Aamodt, 2010). Because governments and corporations have a fiduciary duty to citizens and shareholders, employers should continue to care about the issue of adverse impact, but more importantly, both government and corporations have a civil responsibility to treat the members of society fairly, because societal

Regal Entertainment Groups is the parent company of Regal Cinemas, which is made up of Regal Cinemas, the United Artists Theaters, and the Edwards Theater. It runs the largest theater circuit in the U.S., and uses the multiplex cinema model in metropolitan and metropolitan growth areas.