Gelato Cheese Company Case Study

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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
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Title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act does not apply to the Gelato Cheese Company. Gelato Cheese Company employs a young workforce of one hundred workers between the ages of 25 and 35. Although 85% of employees are 35 and under, there are no obvious indicators, that someone over the age of 40 did not receive employment from the company. It would be a good idea for Gelato to promote hiring older candidates to avoid speculation. The ADEA, passed by Congress in December of 1967, points out the disadvantage of older workforces in retaining employment or reacqureing work when displaced from jobs (ADEA of 1967, n.d.)…show more content…
Gelato would not be in compliance depending on statistical rates. Disparate treatment can apply to the Gelato Cheese Company because there are discriminatory consequences. Gelato requires a high school diploma, consequently only 25% of blacks receive their high school diploma compared to 75% of whites. Hence, 50% of whites acquire employment compare to 50% of blacks. Disparate impact involves “employment practices that are facially neutral in their treatment of different groups but that in fact falls more harshly on one group than another and cannot be justified by business necessity (Dunn,
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