also be deceptive. According to Bennett-Alexander & Hartman (2015), “if the most efficient method of hiring adopted because it is the most efficient…just happens to produce a workforce whose racial or religious or ethnic or national-origin or gender composition pleases the employer, this is not intentional discrimination” (Bennett-Alexander & Hartman, 2015, p. 144). However, if this case was based on disparate impact then, the employer could be held liable per Title VII for discrimination (Bennett-Alexander & Hartman, 2015). Therefore, on its face some employees may believe that the employers are being discriminatory, however, discrimination is determined by the court. Let’s also keep in mind that there is extensive history of over 246 years ago where African-Americans, were treated differently and were not given fair treatment (Bennett-Alexander & Hartman, 2015). Such treatment is what initiated the Civil Rights Movement, and thankfully Title VII of the Civil Rights Act of 1964. Such an act protects anyone of color, race, gender, religion, ethnicity, etc (Bennett-Alexander & Hartman, 2015). This writer will be analyzing question number 5 which can be found in Bennett-Alexander & Hartman textbook, page 293. Also, this writer will be indicating whether if the action taken was illegal under Title VII, analyze the facts that apply to the law. This writer will conclude by providing suggestions as to how this matter could be dealt with in the future.
Question number 5 as stated in Bennett-Alexander & Hartman (2015),
Bennie’s Restaurant chain routinely hires Hispanics, but only assigns them to the lower-paying jobs as kitchen help, rather than as...
... middle of paper ...
...crimination in the workplace, this writer would suggest that the employer maintain a workplace where such activity is not permitted or condoned but rather to take claims seriously and to take immediate corrective action in order to avoid liability (Bennett-Alexander & Hartman, 2015). On the other hand, in order for an employee to file a claim, he or she must demonstrate that the discrimination was pervasive and severe to the point that it changed the working conditions, thus imposing a liability towards the employer (Bennett-Alexander & Hartman, 2015). Bennett-Alexander & Hartman (2015) mentioned that EEOC has reported harassment claims doubled since the early 1990’s and continue to rise with race being the most frequently alleged basis (Bennett-Alexander & Hartman, 2015). Therefore, there is still work that needs to be done in order to improve workplace conditions.
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