The Employment History And Ultimate Denial Of A Promotion For Marshawn Demur

In “Working it Out” by Diana Eck, she writes about religious oppression in the workplace. The examples she gives on the many ways people have been fired, or the ways in which people's faiths have been compromised, reiterates that the amendment that states freedom of religion in the United States, is

Identify and describe the specific issues Maalick encountered in the workplace. Do the actions of other workers at Treton represent discrimination and harassment? What elements of law are important for Treton to consider?

Maalick encountered religious discrimination on several occasions while at work. The first instance was when he requested vacation for a religious event and his manager was reluctant to grant the request because of his religious beliefs. According to Title VII of the Civil Rights Act of 1964 employers are required to “reasonably accommodate the

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.

The purpose of this paper is to go over a lawsuit that was filled by the United States Equal Employment Opportunity Commission. The paper will cover who the EEOC (Equal Employment Opportunity Commission) is and their role in the lawsuit. It will go over whether or not the lawsuit promotes social change. The paper will also go over how the EEOC as well as other news groups released information about the case to the public. I will then give my take on how I would implement new strategies to make sure the problem does not come up in the workplace again.

The case, Dunlap v. Tennessee Valley Authority, explores the issue of suspected racial discrimination associated with disparate treatment and disparate impact caused by the Tennessee Valley Authority (TVA) against a qualified, experienced boilermaker and foreman that is African American. Questions for the court to evaluate regarding this case include: Is this a case of disparate treatment and/or impact and was the plaintiff, David Dunlap, subject to racial discrimination? Finally, did the TVA use personal hiring practices that allowed for racial bias in the interviewing process?

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.

This lawsuit unfortunately, gives HR and recruiting a bad name. After reading the article I have to admit that I was both appalled, alarmed; however, I wasn’t shocked, though. Unfortunately, discrimination is too common.

Marcus Ashmore and Terrell Lee Green were maintenance workers for J.P. Thayer Co., Inc. under supervisor Gene Fye. After a particular incident of harassment on January 16, 2001, Plaintiffs reported Fye to Tricia Johnson, the Assistant Property Manager. At this time, Johnson did nothing about the complaint. The harassment continued, and on January 26, Plaintiffs complained to the Property Manager, Mary Frances de Rivera. In response, de Rivera verbally reprimanded Fye. This, however, did not stop Fye’s harassment. Instead of reporting the behavior to Defendant, Plaintiffs hired an attorney who wrote a letter to Defendant saying that Ashmore and Green were going to file charges of discrimination with the EEOC. On February 22, Fye was fired by Defendant. This came three days after getting the letter and about a month after the initial harassment complaints.

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.

Mr. Delwin Vriend was employed at King’s College, a Christian college in Edmonton Alberta, as a lab instructor in computer science, from 1987-1991. During Mr. Vriend’s 5 year employment, he received salary increases, positive evaluations and promotions for his work performance, which acknowledged his competence and his ability to perform his work. In 1991, after the college’s Board of Governor’s adopted a new position statement on homosexuality, the President of the college requested Delwin to resign, which he declined. Mr. Vriend had disclosed his sexual orientation to the President of the college the year prior to this new position stance. After Vriend declined to resign, the college terminated his employment for the sole reason (1)“his non-compliance with the college’s policy on homosexual practice”; he is a gay man.

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.

This paper will outline a complaint process and illustrate the civil litigation that could follow if the Equal Employment Opportunity Commission, through mediation and arbitration cannot resolve a charge. The complaint is based on a scenario of an employee, named John. John works for a private sector business and he wishes to lodge a complaint of discrimination against the company he works for. This paper will explain the steps that are taken, from the beginning with the (EEOC), Equal Employment Opportunity Commission. The paper will continue explaining the process by illustrating the civil litigation steps from the state level to the highest level of the United States Supreme Courts.

There is also the matter of comments made to David from his supervisor regarding Jason’s future with the company and a comment directly related to David’s age which will be difficult to defend under the circumstances surrounding recent publicity with Wal-Mart and Lockheed Martin. These comments are blunt violations of the EEOC’s enforcement of age discrimination in the workplace and will provide further evidence that age was a considering factor in Jason’s promotion.