US Equal Employment Opportunity Commission (EEOC)

Act immediately when someone complains about sexual harassment; discipline the offender at once, if charges are supported by investigation, stress a no-tolerance policy. It should be enforced by doing a test

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.

Equal Employment Opportunity Commission (EEOC) enforces the federal laws that make it illegal to discriminate against a job applicant or employee. An employer cannot discriminate due to a person’s color, religion, race, gender identity, sexual orientation, pregnancy, national origin, age (40 years or older), genetic information or disability. This applies to wages, harassment, training, benefits, hiring, and firing. EEOC’s role in any investigation of discrimination is to accurately and fairly take in the information of the charge and then make a finding. If the EEOC found that there was indeed a discriminating case then they will try to settle it. If the employer does not settle then the EEOC may file a lawsuit. (Overview.

EEO states which is that EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person 's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. These laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

EEOC’s role in this case was to file lawsuit against the employer (Exel) on behalf of the

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on : Race, Color, Sex, Religion, and National Origin with respect to employment. “Specifically, it states that it shall be an unlawful employment practice for an employer” (Dressler, 2015, p. 28). “It established the concept of protected classes; those individuals who are protected from discrimination by the legal system. It prohibits discrimination in all employment practices. Title VII makes it unlawful to limit or classify employees in any way that deprives them of employment opportunities or hampers their career progression when that classification is based on their protected status” (SHRM). Title VII also established the EEOC Commission (EEOC) and applies to employers with 15 or more employees and most labor unions.

In the article Religious-Discrimination Claims on the Rise by Melanie Trottman, it is stated that “the EEOC received 3,811 religion-based complaints in fiscal 2012, the second-highest level ever and just below the record 4,151 in 2011” (Trottman, 2013, p. 1). In another article Study: Workplace Religious Discrimination on the Rise by Mike Ward lists similar number of religion-based complaints. The article by Trottman mentions that the EEOC has filed religious-discrimination lawsuits against companies in the fast-food, hair-salon, aviation, hotel, retail, medical and health-services industries. A recent case that the article mentions is about Muslim woman who worked at Abercrombie and was fired by the manager because her hijab violated

The Equal Employment Opportunity Commission of 1965 (EEOC) was cited as a federal government agency to address discrimination. Federal government agencies must ensure equality among people in getting jobs without considering race, color, religion, sex, age or national origin. Title VII of the Civil Rights Act of 1964, which forbids job discrimination on the ground of race, color,

Businesses have been the heart of economic growth since the beginning of the United States. Not only has businesses been at the center of this nation but also freedom of religion as well. In this case, Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores, Inc., its how the business (Abercrombie & Fitch), denies Samantha Elauf the job at that store because she wore a head scarf because she was a practicing Muslim.

The Dawkins chapter speaks about the debate between religion and science and how religious people refuse to even give science teachers and professors the time of day. Most of the time people will refuse to listen to what has been proven due to their religious beliefs. Evolution professors have even been threatened with the loss of their jobs. Even though, many professors have tried to explain that evolution is a fact and one of the greatest of God’s works, still their time is wasted. The pope and educated priests and professors of theology have been known to no longer have a problem with evolution because they understand that evolution is a fact and not intended to be an anti-religious study.

The Employment Non-Discrimination Act (ENDA) is legislation proposed in the United States Congress from the mid 1990’s and finally became law in 2013. This law prohibits discrimination in hiring and employment on the basis of sexual orientation or gender identity by employers with at least 15 employees. Those which favored the law intend it to address cases where gay, lesbian, and bisexual and transgender (GLBT) employees have been discriminated against by their employers because of their sexual orientation of gender identity (Raghavan,2013). Employees were not able to find protection under the law and not seen as a suspect class by the federal courts and appropriate as the United States Constitution guarantees equal protection and due process to all (Wiki, 2013) Those who favored the law firmly believe that people should be judged by their work and not by unrelated factors. Not everyone say the law as necessary and voted against it (Raghavan, 2013).

The EEOC laws, or Equal Employment Opportunity Commission, are federal laws that enforce employers to not discriminate against applicants of any background. Discrimination by types such as age, disability, equal pay/compensation, genetic information, harassment, national origin, pregnancy, race/color, religion, retaliation, sex, and sexual harassment are all protected under the EEOC laws. It is also illegal for an employer to “discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.” (EEOC , n.d.) The EEOC laws are to help serve justice and to create an equal work environment for people of any kind. The EEOC wants to accomplish the goal of having every applicant to feel at home without being discriminated against. These laws not only affect an employer hiring an applicant however; it affects them in firing, promoting, harassing, training, wages, and benefits. The EEOC’s role is to help find out if any applicant is being discriminated against and to help

Dawkins's film begins with the concept of one killing himself and others for his beliefs in religion. "There are would be murders all around the world who want to kill you and me and themselves because they're motivated by what think is the highest ideal." He uses this statement to set the stage for his argument against religion. Throughout the video, Dawkins refers to faith as the process of nonthinking and claims that there is a contradiction between science and religious belief. To prove his point that science and

This act is much like the ADA, the only difference is that the Rehabilitation Act is that it focuses on the federal government. “The Rehabilitation Act of 1973 was the first “rights” legislation to prohibit discrimination against people with disabilities. However, this law applied to programs conducted by Federal agencies, those receiving federal funds, such as colleges participating in federal student loan programs, Federal employment, and employment practices of businesses with federal contracts” (The Rehabilitation Act of 1973, 2011). Section 501 demands affirmative action and bans discrimination in employment by Federal agencies. Section 505 includes steps managing solutions and attorney's expenditures under Section 501 (The Rehabilitation Act of 1973, 2011).

When I started to read this book, I found that it is read like a conversation between the reader and Dawkins. In the prelude and first chapter, Dawkins writes about how a lot of people are religious, but are not actually religious and how people don’t realize that they have a choice to leave religion as a whole but end up never realizing it. He also brings up Einstein, who had quotes that could be and would be turned to a religious agenda to further strengthen religious ideals by portraying someone as smart as Einstein to be religious when in fact he isn’t a religious man. Dawkins also points to the fact that religious leaders would criticize Einstein for his comments on God and religion. I also liked that he calls attention to the protected status that religion has from public critique and how he would like to see religion treated as any other topic and not to be discussed like it’s taboo. He gives the example of the Islamic prophet Muhammad, which I thought was a good