The Case Involving Bmw And Dollar General

   The Human Genome Project is the largest scientific endeavor undertaken since the Manhattan Project, and, as with the Manhattan Project, the completion of the Human Genome Project has brought to surface many moral and ethical issues concerning the use of the knowledge gained from the project. Although genetic tests for certain diseases have been available for 15 years (Ridley, 1999), the completion of the Human Genome Project will certainly lead to an exponential increase in the number of genetic tests available. Therefore, before genetic testing becomes a routine part of a visit to a doctor's office, the two main questions at the heart of the controversy surrounding genetic testing must be

(Albright and Furjen). This offers a more balanced look at ex-cons, giving them a chance in

It is patients’ right to opt for genetic testing on their own DNA, although they are accepting a great risk by doing so.

Before the passage of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act of 1967 (ADEA), the only substantive protection from discrimination for United States citizens was the 14th Amendment, which states, “equal protection of the laws.” Seminal cases under this law include, Brown v. Board of Education, and more recently, Bush v. Gore (Cornell University Law School, 2016). Despite the 14th Amendment, discrimination based on race, sex, and age went uncontested as it was often difficult to prove and no specific protections existed. Hence, as part of the Civil Rights Act, the creation of the Equal Employment Opportunity Commission (EEOC) allowed federal law to establish protected classes (The U.S. National Archives and Records Administration, 2016). As a person who falls under the protected class of age, this paper focuses on age discrimination and the potential ethical issues for employers involving this protected class. While most employers respect and follow employment laws, age discrimination is more common than many realize and can be devastating for the individual and financially problematic for the employer.

In modern-day America the issue of racial discrimination in the criminal justice system is controversial because there is substantial evidence confirming both individual and systemic biases. While there is reason to believe that there are discriminatory elements at every step of the judicial process, this treatment will investigate and attempt to elucidate such elements in two of the most critical judicial junctures, criminal apprehension and prosecution.

(2017) Although some employers implement affirmative action practices, the unconscious bias and prejudice remains. This, along with the lack of oversight in the hiring process, leads to discrimination against African Americans. However, while this kind of discrimination is illegal, Alexander discusses a different kind of discrimination, one which is legal and affects millions of black men. When a criminal is released from prison, “he has scarcely more rights, and arguably less respect, than a freed slave or a black person living ‘free’ in Mississippi at the height of Jim Crow.” (Alexander 2012) The federal law that protects people from discrimination does not apply to ex-convicted felons. When filling out a form or application, we often come across the question asking about our criminal record. Though it is illegal to discriminate based on race, color, gender, religion, age, disability or national origin, it is not illegal to discriminate against criminals. Because of this, ex-convicts can be denied employment, housing, education, and public benefits. Given that many of these ex-convicts come from low-income

In the labour market blacks continually face discrimination when looking for a job. Even when black Americans have a degree they often find it even harder to receive a job offer [2]. To find a high paying white collar job blacks often adjust their resumes to appear “white”. [3] The challenge of finding a job increases dramatically when jail time has been served. One study found that blacks are much less likely to find a job if they have been convicted of a felony. [4] The sentencing reform that Senator Grassley has introduced fails to address this issue. Without a job ex-felons are more likely to become repeat offenders. This is because

The use logical reasoning behind the authors statements is known as logos. In this editorial the authors bring in examples of companies that ban employers from denying an applicant based on their arrest and conviction records. The authors also provide facts about the number of states and cities that prohibit asking about criminal backgrounds. They said “19 states” and “100 cities” currently ban the questioning (“A Criminal Record,” 2015). Without providing this information, readers of this article may think this it is just opinion and therefore not dependable source ultimately harming their credibility. Including logos in editorials improves the arguments that are being

The Goal of the Human Genome Project is to obtain genetic mapping information and to determine the complete sequence of all human DNA by the year of 2005. The project started in 1990 and 180 million dollars are being spent on it annually. This adds up to a total of over 2 billion dollars for the 15 year budget. Of this 2 billion dollars budgeted, 5% is spent annually on the ethical, legal and social issues. This report focused on some of these issues.

The genetic technology revolution has proved to be both a blessing and a blight. The Human Genome Project is aimed at mapping and sequencing the entire human genome. DNA chips are loaded with information about human genes. The chip reveals specific information about the individuals’ health and genetic makeup (Richmond & Germov 2009).The technology has been described as a milestone by many in that it facilitates research, screening, and treatment of genetic conditions. However, there have been fears that the technology permits a reduction in privacy when the information is disclosed. Many argue that genetic information can also be used unfairly to discriminate against or stigmatize individuals (Willis 2009).

Genetic information can be identified at any point throughout a person’s lifespan from pre-conception until after death. In addition to heritable, biological information, family history, genetic test results, and medical records are also sources of genetic information” (Jenkins & Lea, 2005). We are put in a position to gather and retain information that could be utilized for a better future, but is confidentiality involved for the sake of profiting? Ask yourself, who should have access to genetic information? Who owns and controls it? How can families resolve conflicts when some members want to be tested for a genetic disorder and others do not?

Moral issues within law enforcement, the courts and the corrections system have made it complex and difficult to navigate fairly throughout the criminal justice system. Enforcement strategies, court practices and the incarceration rates have created discrimination towards minority groups. Carelessness and unintentional actions are moral issues. The criminal justice system has failed to account for operational procedure which creates the perception of discrimination.

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

The fear of genetic discrimination is a phobia gripping many people around the world. People find themselves asking, could my genetic information raise my health bills? Could this cause me to be rejected from a job opportunity? These anxieties are causing people to lash out at genetic research, and ultimately the human genome project. People do not want our understanding of human genomics to advance. This is because the risks of the development of the technology could inflict on them. A major risk is genetic discrimination. I believe that genetic discrimination is wrong and governments should continue to prevent it because it is an invasion of privacy, it violates equity, and it could really hurt people with genetic

2. Is it right to use genetic screening as a tool to keep tabs on their prospective enrollees?