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essays on discrimination in work environment
essays on discrimination in work environment
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SUBJECT: Constructive Discharge Case
The recent changed in the company’s policy on shift work requiring production staff to work rotating 12-hour shifts with four days at work and then four days off to meet growing demands of customers prompted the employee to quit. The employee’s constructive discharge lawsuit claimed that the policy change is discriminatory because it requires employees to work on a religious holy day thereby creating an intolerable working condition that forced the employee to quit rather than suffer more abuse which is why constructive discharge as a legal concept is relevant to the scenario.
Title VII of the Civil Rights Act of 1964 protects employees and job applicants of companies with 15 or more employees from the employer’s unlawful employment practice of discrimination based on race, color, religion, sex, and national origin. This law also established the Equal Employment Opportunity Commission (EEOC), an independent federal agency that enforces laws against workplace discrimination.
Courts have developed two different tests for determining when an employee has been constructively discharged by a discriminatory employer (Finnegan, 1986):
1. The Reasonable Person Test or majority view - an employee who resigns after being subjected to unlawful discrimination is said to have been constructively discharged if a reasonable person would have found the discriminatory conditions to be intolerable.
2. The Specific Intent Test or minority view - a plaintiff must show not only that conditions were intolerable, but also that the employer created those conditions with specific intent of forcing the employee to resign.
Company Response
An employee who seeks religious accommodation must make t...
... middle of paper ...
...prevent lawsuits by acting on complaints in a timely manner – by making sure that complaints are heard and acted upon within 30 days. The company needs to be vigilant and make sure that proper documentation of meetings, consultations, and decisions are being observed in order to protect its interest in case a similar situation such as this one arises in the future.
References:
Finnegan, S. (1986). Constructive discharge under title vii and the adea. The University of Chicago Law Review, 53(2), Retrieved from http://www.jstor.org
U.S. Equal Employment Opportunity Commission, (2008). Section 12, religious discrimination (No. 915.003). Retrieved from http://www.eeoc.gov
Veronica Taylor v. Patuxent Institution, No. CCB-09-1111 (D. Md., 2009)
David A. Goldmeier and Terry C. Goldmeir v. Allstate Insurance Company, 337 F.3d 629 (6th Cir. 2003).
In the case of Griggs vs. Duke Power Company the Supreme Court of the United States found the Duke Power Company liable for violating the civil rights of thirteen African American employees of Duke Power Company. This was a result of the Duke Power Company intradepartmental transfer policy requirements of a high school education and achieving a minimum scores on two aptitude tests. The intrade direct violation because the power company could not link the intradepartmental transfer policy to benefit or predict the how the employee will lead and serve Duke Power Company. Disparate treatment is the matter of proof. The plaintiff alleging direct, intentional discrimination must first be able to establish a prima facie case and second, he or she is able to establish that the employer was acting on the basis of a discriminatory motive (Caruth).The class action suit, on the behalf of the thirteen African American employees, resulted in a unanimous ruling in favor of Griggs, Duke Power Company.
In accordance with Title VII of the Civil Rights Act of 1964, any hiring, terminating, and other terms and conditions of employment utilized as means of religious discrimination against an employees is prohibited. Unless, the workers religious request was causing their employer undue hardship. These acts are mandated that employers reasonably accommodate their full time employees’. Reasonable
In the case of a reasonable person test, “a reasonable person in [the employee 's] position would have felt that he was forced to quit because of intolerable and discriminatory working conditions.” The evidence was inconclusive due to Thomas’ “subjective personal discomfort, however, was most likely not the product of any action by appellees but, rather, the product of human nature.” Thomas v. Douglas
Facts: In the above case, employee Joel Hernandez was tested positive for cocaine. With the fear of being dismissed from his job, he acknowledged that his behaviour violated petitioner Raytheon Company's workplace conduct rules, and obviously, was pressed to quit his job. Also, the reason for the employee resignation was also based on the notion that had he not resigned it would be petitioner who would eventually fired him from his work. After more than two years of rehabilitation, petitioner applied to be re-employed alleging on his application that the following had previously hired him. In his application, he also attached letters coming from, his pastor about his active church participation and from an Alcoholics Anonymous counsellor about his regular visit and attendance at meetings and his immediate recovery. When a HR employee of petitioner reviewed Hernandez application, she then rejected his application on the ground that petitioner has a policy against rehiring employees who are terminated for workplace wrongdoing. According to the HR employee, she did not know that that employee was a former drug addict when she rejected his application. As a result to this development, Hernandez instituted a suit and filed a charge with the Equal Employment Opportunity Commission (EEOC), averring that his rights has been violated in consonant with the Americans with Disabilities Act of 1990 (ADA). Therefore, the Equal Employment Opportunity Commission (EEOC) as a consequence, gave a go signal to the respondent and issued a right-to-sue letter and the right to file an ADA action. Following this, respondent established an Americans with Disabilities Act of 1990 (ADA) action, alleging that petitioner did not act on his application for the reason that he has a record of drug addition and/or because he was known before as being a drug user. On the other hand, petitioner responded by filing a summary judgement motion. This resulted to respondent's argumentation in the alternative that in the case that petitioner sought for a neutral no-rehire policy in his case, it is still sufficient to a violation of the Americans with Disabilities Act of 1990 (ADA) because of that policy's disparate impact.
It held that in order to make a claim based on disparate impact, the plaintiff needs only to prove that the need for accommodation was the motive behind the employer’s refusal to hire them, not whether the employer knew about this need. Therefore, the Court determined that rather than imposing a knowledge standard, like the 10th Circuit Court did, motive was enough to violate Title VII since Abercrombie knew or suspected that Elauf wore the headscarf for religious reasons and did not want to accommodate her.
David Dunlap, a 52-year old African American male with 25 year boilermaker experience, 15 years of which include foreman experience, brought suit under Title VII, alleging racial discrimination by the TVA after being looked over after interviewing for positions within the TVA. The district court agreed that “Dunlap had been subjected to discrimination under both disparate treatment and disparate impact analyses, concluding that TVA’s subjective hiring processes permitted racial bias against both Dunlap and other black applicants” (Walsh, 2010). The case was heard by the 6th District Court of Appeals and that court “affirmed the disparate treatment claim, reversed the disparate impact claim, and affirmed the district court’s award of damages and fees to Mr. Dunlap” (Walsh, ...
Title VII of the Civil Rights Act of 1964. (n.d.). The U.S. Equal Employment Opportunity Commission. Retrieved November 20, 2014, from http://www.eeoc.gov/laws/statutes/titlevii.cfm
United States. The U.S. Equal Employment Opportunity Commission. "The Civil Rights Act of 1964." 15 Jan. 1997 <http://www.eeoc.gov/laws/vii.html>
Discrimination occurs when an employee suffers from unfavorable or unfair treatment due to their race, religion, national origin, disabled or veteran status, or other legally protected characteristics. Employees who have suffered reprisals for opposing workplace discrimination or for reporting violations to the authorities are also considered to be discriminated against. Federal law prohibits discrimination in work-related areas, such as recruiting, hiring, job evaluations, promotion policies, training, compensation and disciplinary action. (employeeissues.com, 2006)
(1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin; or
According to Corley, Reed, Shedd, and Morehead, (2001) “the most important statue eliminating discriminatory employment practices, however, is the federal Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act o 1972 and the Civil Rights Act of 1991.” The appropriation section o...
Employment discrimination in the workplace can come in many forms such as race, gender, religion, national origin, physical or mental disability, and age by employers. This situation violates the rights of equal employment of workers. But based on the internal needs of specific occupations and discrimination should not be considered discrimination.
There are a range of strategies managers could use to minimise instances of dysfunctional discrimination occurring in their workplace. These selected strategies aim to reduce the frequency of dysfunctional discrimination, rather than the severity. Some of these strategies include; a discrimination audit, enforced policies, selection procedures, and providing an effect complaint handling system.
The U.S. Equal Employment Opportunity Commission. (2002, May). QUESTIONS AND ANSWERS ABOUT THE WORKPLACE RIGHTS OF MUSLIMS, ARABS, SOUTH ASIANS, AND SIKHS UNDER THE EQUAL EMPLOYMENT OPPORTUNITY LAWS. Retrieved from: http://www.eeoc.gov/facts/backlash-employee.html
Work plays an important role in our daily life, it is considered much more huge part of our personal life. During our daily work we make many relationships throughout our career history. Sometimes these relationships become lasting, and sometimes employment discrimination might happen. This relationships that we thought it last could be cut off by the devastation of claims of discriminatory treatment. Discrimination in the workforce has been an issue since the first people of workers in United States in the present day and as well in the past. Some employees were subjected to a harsh working conditions, verbal abuse, denial of advancement,, and many other injustices. There was also the fact that certain employees were being treated differently than other employees.