Equal Employment Opportunity Case Study

The laws on equal employment opportunity are designed to provide all workers fair consideration based on their job performance and not on any personal factors such as race, religion, gender, disability or genetic information. These laws have been enacted as extensions of the 14th Amendment and guarantees due process and equal protection against discrimination in the workforce. The U.S. Equal Employment Opportunity Commission (EEOC) enforces these laws ensuring that contractual commitments and Federal laws bind the employers in keeping their employment application processes within reasonable consideration of an applicant's background. Compliance with the standards of Title VII of the Civil Rights Act as well as the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA) and its amendments is expected from the employers and in this given case study, from the Gelato Cheese Company.

The passage of the Equal Employment Opportunity Act of 1972 provided the EEOC the authority to regulate the Title VII compliance of employers with fifteen or more employees. Title VII of the Civil Rights Act of 1964 provides protection against employment discrimination and prohibits employment discrimination of an individual “because of such individual's race, color, religion, sex, or national origin” (Section 703a, 1964). Gelato Cheese Company has one hundred workers with 75% of the workforce of white population who has completed high school against the 25 per cent from the minority groups and this information is important in considering Gelato’s is non-compliance with the Civil Rights Act of 1964. Gelato’s requirement for the employment of its cleaning crew is for high school diploma holders, and obviously with the...

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...ifications are not disadvantaging people at different ages. Gelato must be able to justify the need for specific qualifications objectively with considerations on equivalent or similar level alternative qualifications. Gelato must always consider disparate treatment and its prohibition in the employment of individuals taking note of disparate treatment as a situation when a person is treated differently from others; and such treatment is intentional and based on any of the protected factors. The concept of adverse impact must also be considered as it may be unintentional and may apply to a protected group instead of an individual. The individuals from the minority groups are most often disregarded even with their mental or physical capabilities and are at the disadvantage of attaining a job as they are not part of the society’s dominating large white networks.