Discrimination At Treton Communications

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

Mr. Maalick’s supervisor showed clear evidence of being judgmental and discriminatory when he was hesitant to grant the time off that Maalick had requested for his religious purposes. Clive Jenkins’ choice of words “this religion of yours” shows clear judgment on Maalick and his Internationalism religion. Jenkins also found it amusing that Treton’s own employees were playing pranks and making jokes towards Maalick which shows complete unprofessionalism on the part of Mr. Jenkins and it also sheds a poor light on the company. Treton has a policy that they stand firm on which is absolutely no harassment will be shown towards anyone based on religion or color. Maalick’s supervisor failed to do his part as a leader to stop this behavior among his employees before it

In a study that was reviewed by Deitch and her colleagues (2003), blacks were interviewed at work about whether the felt they were being discriminated. Most participants had difficulty answering because they were not sure whether discrimination was linked to their race or different factors like gender. Such inconclusive research only adds to the haziness of work related issues defined as ones of “racial discrimination” (Deitch, Barsky, Butz, Chan, Brief & Bradley).

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

Workplace discrimination takes place when an employee is hostilely discriminated against for one or more reasons, including gender, religion, age, sexual orientation, ethnicity or race. Per the Equal Employment Opportunity Commission, racial discrimination comprises of treating a job candidate or employee negatively because they are of a certain ethnicity or because of particular features linked with their race, such as hair texture, facial features or skin color. While the law forbids workplace harassment and discrimination in all facets of employment, from hiring and training to raises and layoffs, the EEOC still reports thousands of claims a year. One such claim was filed by the EEOC in the U.S. District Court of Minnesota against Alliant Techsystems (ATK), on behalf of Tyeastia Green.

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 Equal Employment Opportunity Commission sued Mitsubishi Motors in April of 1996 in regard to claims of widespread sexual harassment at the company’s plan in Normal, Illinois. “The lawsuit contends that as many as 700 women were subjected to groping and sexual remarks, creating a "hostile and abusive work environment" that went unchecked for years at the Mitsubishi Motor Manufacturing of America plant” (“U.S. Charges,” 1996). It is despicable that situation like this was allowed to happen and perhaps even more astonishing is the magnitude at which it took place. While most of the harassment “came from male assembly line workers or low-level managers,” high-level managers at plant knew of the offenses and allowed them to take place without consequences (“U.S. Charges,”

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

When the employee asked why her religious beliefs to wear a hijab was different from another employees belief to wear a cross were difference, the response she received was that it would ruin the image the company is trying to portray. Never in the conversation did the employers mention how wearing the hijab could maybe place herself or others in a dangerous situation working with equipment, instead they insisted that

Though not white, he basically takes upon that role, creating a new form of domination, the town bully. “ Joe viewed the town as a means to exert himself and his self-worth. He forced others to do his bidding such as drain ditches near his store. They had murmured hotly about slavery being over, but every man filled his assignment”(47) Rather than perpetuate the myth of white supremacy, he instead creates another supremacy - his own. Joe becomes the main authority, the “white man” in a sense, in Eatonville because he’s looks authoritative. “He had a bow-down command in his face, and every step he took made the thing more tangible.”(47) The people in the town bow down to him because he acts as if he needs to be. Because he looks the part, so

Ms. Ledbetter alleged that several supervisors had given her poor evaluations in the past strictly because of she was a female. The ultimate result was that Ms. Ledbetter’s pay had not increased as much as it would

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.

Discrimination continues to run rampant throughout organizations in both the United States and worldwide. The Supreme Court case, Dukes vs. Wal-Mart Stores, Inc., dealt with 1.5 million current and former female Wal-Mart employees that claim that they had been a victim of gender discrimination. The ensuing pages will discuss the specific issues that the plaintiffs encountered, followed by suggestions from a human resource manager’s stand point in rectifying adverse impact within the Wal-Mart organization.

Sexual Harassment comes in many forms and weather spoken, verbal, written or the behavior itself, it makes the person uncomfortable and the end results is all same, Sexual Harassment is unwelcome and unwanted behavior. Sexual Harassment discrimination is illegal. It is the employer obligation to make sure their organization and employees have protection from discrimination. This paper will show that Jacksonville shipyard acted unethically by failing to protect one of their employees Lois Robinson. Jacksonville Shipyard was well aware that Ms. Robinson faced sexual harassment on a daily basis by her male co- workers. Once Lois complained to Management that she objected to the co-workers behaviors , instead of helping her they made

Because Sonia’s co-workers are gossiping and raising concern, and as a consequence Sonia’s work performance is falling, management needs to personally address Sonia and discuss the comments that are being made. Another steps that management should take in this situation is to encourage a culture that is more accepting and understanding of religious diversity. It seems as if the culture of this organization does not understand the importance of recognizing and accepting religious diversity and management could address this through the creation of religious affinity groups. This would offer an effective strategy to help employees better understand the existence of religious diversity and the importance of respecting one another’s beliefs.