Can employers lawfully consider race or gender when making hiring or promotion decisions? If so, may it only be used to remedy identified past discrimination?
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Can employers lawfully consider race or gender when making hiring or promotion decisions? If so, may it only be used to remedy identified past discrimination?
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- What are the types of discrimination encountered in the workplace?How may a company's denial of discrimination, even after settling lawsuits, have negatively impacted the effectiveness of measures to stop discrimination in hiring and advancement?employment discrimination can still be found in all industries across the country. The Civil Rights Act of 1964 defined protected classes of people aiming to reduce discrimination by holding employer’s responsible. Under Title VII of the Act, an individual’s race, color, religion, sex, or national origin is considered a protected class. Age and pregnancy have also been federally recognized protected classes by subsequent legislation. Discuss if you believe these protected classes go far enough to prevent discrimination in the workplace. Would you add any additional classes of people, if so who and why? Lastly, have you ever experienced any form of discrimination in your employment? If so, how did you resolve the situation?
- How to explain an analysis of federal and state laws that protect employees against employment discrimination?What is gender discrimination? Is it appropriate to provide a man with the necessary resources to do his job, while denying the same resources to a woman?If there was a case where an employee was told that her chances of promotion would increase if she "walk more femininely, talk more femininely, dress more femininely, wear make-up, have her hair styled, and wear jewelry." Would this qualify as discrimination based on sex under Title VII?
- True or False 1. According to the employment at will principle, employers may dismiss their employees whenever they desire, for good or no cause, even for morally wrong causes. 2. Discrimination in employment must involve a decision against employees that is not based on individual merit. 3. Institutional discrimination is discrimination that is the result of the actions of all or many people in an institution and of their routine processes and policies.Explain possible remedies for employment discrimination. Provide 3 recommendations for success that might help guide the managers and employees and improve hiring practices.Lisa filed an EEOC gender discrimination complaint on her manager because she wasnt awarded a job and a male applicant was awarded the job. In the next several months, Lisa noticed a change from her manager. Prior to the complaint being filed, he was very personable towards her and often made small talk around the office. After the complaint, he was very short with her and did not engage in any small talk. During her performance evaluation, she was shocked to discover that she had been downgraded from satisfactory ratings to not satisfactory without being provided any specific explanation. In addition, her manager informed her that although she had been hired to work the first shift, she was being transferred to third shift starting next week. She explained to her manager that she was not able to work third shift due to child care issues. Her manager replied, this is the shift you are assigned to, end of discussion. Lisa felt she had no other option, but to resign. What are the…
- Should organizations legally consider gender or race when hiring or promoting employees? whyIs it legal to consider race or gender when making recruitment or promotion decisions in a company?Which discrimination policy is legally and practically the best for this company (policy A, B, C, or D)?: NEWAGE is an entertainment agency which exclusively represents politically progressive Hollywood stars. You are the HR Director and are evaluating the following alternative policies and will compose a policy which is legally and practically better than any of the following alternatives.A. NEWAGE Proposed Policy One: NEWAGE’s reputation as the premier provider of entertainment industry representation to the stars is dependent on the quality of its employees. To retain and grow its reputation, it has adopted the following criteria which are to be equally weighted and scored on a 1-10 scale for each applicant, with the highest scoring applicant being offered the job first and then sequentially down the line if applicants reject the job offer:1. Fitness for the position and with NEWAGE coworkers.2. Professional appearance in accordance with industry standards.3. Level of…