What Elements Of Law Are Important For Other Workers At Treton Represent Discrimination And Harassment? Essay

Federal law and corporate governance prohibit discrimination and harassment, and Maalick, a minority with a unique religion, encountered inappropriate behaviors in the workplace. It is clear that the Treton office in Chenworth, Kansas had a prolonged atmosphere of ridicule, mistreatment, racial harassment, and religious discrimination. Contrary to protections afforded in Title VII of the Civil Rights Act of 1964, office personnel openly displayed inappropriate workplace behaviors and defied corporate policy and federal law (Gomez-Mejia, Balkin, & Cardy, 2016). With Title VII regulating adverse actions against a person based on race and religion, workers perpetuated religious mocking and ridicule with head nodding and laughter to Maalick’s new religion.

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

Maalick encountered many types of actions which could potentially infringe upon the requirements of Title VII of the Civil Rights Act of 1964. The first being the actions of his supervisor Jenkins, in raising concerns with, questioning the authenticity of, and making jokes about the new religion which Maalick was following. These same concerns were also raised by other employees after they heard he was taking time off to attend the five day intensive. After returning from the intensive Maalick was faced with his office being decorated with “voodoo style” dolls and pictures of Africa with strange symbols on them. He also continually received notes on his desk and car which referenced black magic and his own disappearance because of changing his name. He also encountered racial discrimination in the form of finding the following on his desk: “Prayer for Black People” chants and a book titled Mythical Practices from the Negro Experience.” The last act, and the one that made him finally report the activity, was an outside applicant from his supervisor’s church being hired over himself, even

Harassment and discrimination claims are due to lack of education about the subject. As an independent human resources consultant, Santiago-Santos will organize a local education campaign and provide employers with different trainings to educate them and their employees about harassment and discrimination. Employers will have a better understanding on how to develop internal policies and procedures to address these claims. Also, trainings will be provided for employees and they will be educated on how to prevent and identify harassment and discrimination as well as what steps to take in order to report such behavior.

This case study discusses the employment history and ultimate denial of a promotion for MarShawn DeMur, referred to by his legal name Maalick in this paper. Maalick filed a formal complaint of religious discrimination and racial harassment with the Director of Human Resources, EEO and Diversity Compliance Officer as employed by Trenton Communications Incorporated (TCI).

Employment law encompasses remedies that address employee grievances and discrimination that occur in the workplace environment. The foundation of this system is the United States Constitution, which provides two sources of laws and regulations. These two sources are individual state constitutions and the national constitution. Under this system of federalism, there is also the Bill of Rights, which provides the origins of the majority of employment law. The most widely known document is Title VII of the Civil Rights Act of 1964 (42 U.S.C. Sec. 2000e et.seq.) The judicial, executive, and legislative branches of the government of the United States create and enforce rules and regulations as promulgated by the constitution. Individuals

On the Fair Employment Law page, what is the time limit for filing a discrimination complaint in Wisconsin? (bottom of page)

The aim of this early conciliation is to encourage as many cases as possible to settle ‘compromising’ the claim through a settlement agreement (previously called a ‘compromise agreement’) an agreement achieved through Acas conciliation (a ‘COT3’). Appendix 3 is an early conciliation Flow Chart (ACAS)

EEOC Legal Context. According to the EEOC (2015), the conduct demonstrated by North Memorial violates Title VII of the Civil Rights Act of 1964, which protects employees and job applicants from retaliation when they engage in activities protected under the law, such as requesting an accommodation for religious reasons. Apropos to the article, Title VII deems it unlawful for employers to take retaliate against employees based on an accommodation request made due to a protected reason.

Besides, she should have taken actions against Jenkin, when he did a disparate treatment by not picking Maalick for that position he was clearly fit for. Ghumman, Ryan, Barclay, & Markel,(2013) clarified in an article, “disparate treatment in employment refers to difference in treatment with respect to recruitment, hiring, promotion, or privileges of employment due to an individual’s religion” (p.450). HR personnel ought to evaluate Treton’s policies and procedures periodically and conduct employee’s trainings to reinforce those protocols. As Treton have their company’s violation policy, HR staff should take each and every complaint seriously and ensure to implement it whenever such unbearable incidents occur in

DeNesi and Griffin (2014) contend that this legislation is currently the most important that specifically affects the legal context for human resource management (p. 5). Title VII prohibits discrimination on the basis of an individual’s race, color, sex, or national origin (DeNisi & Griffin, 2014, p. 26). According to the law, employers are required to reasonably accommodate the sincere religious beliefs, observances, and practices of their employees as long as the accommodations do not cause undue hardship for the employer (Ghumman et al., 2013). The law is applicable is all aspects of the employment relationship including compensation and working conditions. In addition, it prohibits employers from refusing to hire, discharge, or discriminate any individual with respect to any of those aspects on the basis of that individual’s color, race, religion, sex, or national origin (DeNisi & Griffin, 2014, p.

The mediator are presenting during process, thru the agreement between the parties. Legally binding in most judicial systems.

The American employment laws are designed to foster human dignity and in the process provide employees with various tangible benefits. It is therefore expected for employees to be on the forefront in supporting and adhering to them. Likewise if an organization applies effectively these laws, it can benefit massively from dynamic, healthy, motivated, and productive employees. It therefore goes without saying that managers, just like employees, should promote these laws and thus ensures the organization conforms to them. Generally these laws govern the workplace actions of employers and employees. It ensures a fruitful and legally conducive environment and relationship exists between these two parties, and within employees

This report examines the implications of employment discrimination and the correlation to employment inequality. The unemployment rate for women and minorities is significantly higher than that of the caucasian male majority. Women are faced with obstacles that men are not. Women have to overcome gender stereotypes, child care responsibilities, and sexual harassment as obstacles, Minorities face negative stereotypes and generalizations that make them less desirable to employers. Employment discrimination is responsible for segregation by concentrating negroes in the lowest skilled, lowest wage jobs. Women represent three-fifths of the minimum wage labor force. This study shows wage disparity between men and women, and between caucasians and minorities. White privilege and male dominance award the highest wages in the workforce. These findings conclude that employment discrimination puts women and minorities at a disadvantage in every aspect of the labor market. Affirmative action, equal opportunity employment, equal pay legislation, and child care reform are all crucial to desegregating the workforce and promoting workplace equality.

The growing issues with Internet usage in the workplace has become a major concern for employers. Employers are discovering that employees are spending hours of wasted time surfing the Internet and sending inappropriate emails. Employers classify this type of behavior as, “Internet abuse,” and breaking company’s policies. While employees see this type of behavior harmless, employers see this as potential risks to their organization. Previous researched study show employees spend hours surfing the Internet and sending non-work related emails to co-workers, family, and friends. With millions of employees having access to their employer’s Internet, companies are seeing an increase in Internet usage causing potential legal