A Brief Note On Cheese Company 's Common Operating Practices And Evaluate Whether Compliance With The Civil Rights Act Of 1964

A Brief Note On Cheese Company 's Common Operating Practices And Evaluate Whether Compliance With The Civil Rights Act Of 1964

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The Equal Employment Opportunity Commission (EEOC) is the agency that enforces most federal employment laws (EEOC Laws, n.d.). Title VII prohibits employment practices that discriminate because of race, color, national origin, sex and religion (EEOC Laws,” n.d.). This paper will analyze Gelato Cheese Company’s common operating practices and evaluate whether compliance with the Civil Rights Act of 1964. Secondly, it will provide a recommendation as to Changes made to comply with the ADEA.
Discrimination claims are increasing because of the shaky job market. Some claims are legitimate but others are just looking for a way to get a quick buck. It is imperative that Gelato’s
Cheese Company develop and enforce a policy against all forms of discrimination. The enforcement part is as important as having the policy and procedures describing what actions to take when a complaint is received (Aug, 2009).
Suggested Policy Changes
The company would be wise to implement a comprehensive dispute resolution program to reduce an employer 's legal costs (Aug, 2009). Internal procedures often are quicker and protect the privacy of employer and employee (Aug, 2009). Businesses can reduce the risk of discriminatory employment decisions by establishing written objective criteria governing employment decisions (Aug, 2009). Gelato should audit the wage and hour practice because classification and payment are key to class action lawsuits under the Fair Labor Standards Act (FLSA) and continue to make the news (March, 2010 para. 5). Transparency about Gelato’s diversity in recruiting and hiring practice is necessary. Many employers communicate through websites and billboard their commitment to diversity, but the Gelato Cheese Com...

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...loyment decision that affects one 's job standing. Adverse impact is generally the first step in establishing prima facie evidence of discrimination under Title VII (ADEA of 1967, n.d)
Title VII of the Civil Rights Act is an important section of legislation that affects nearly all employers in the United States. The law prohibits discrimination based on race, color, religion, sex, and national origin. The Equal Employment Opportunity Commission investigates charges of illegal workplace discrimination (“EEOC Laws,” n.d.). If an employee believes intentional discrimination has taken place, a disparate treatment lawsuit can be pursued (Dun, 2015). The ADEA defines an employment agency as a person who regularly undertakes to procure employees for an employer or an agent of such a person, whether the person works with or without compensation (ADEA of 1967, n.d.).

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