It is important for the individual to identifying the laws and the verbiage of the law before filing a discrimination case. Equal pay/compensation states that women and men alike are to be paid equally. Pay and compensation is not based on “job titles”, but, on the equivalence of the jobs; “jobs need not be identical” (eeoc.gov, para. 1). The law that puts equal pay/compensation into action is “The Equal Pay Act of 1962 (EPA)” which generally states that no matter if you are male or female if
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disabilities, gender or sexual preference. Discrimination is also prevalent in the business world. According to Max Weber, a sociologist, “In the 1960s, critics pointed out that big businesses and other organizations engaged in unfair hiring practices. Rather than hiring on the basis of competence, as [he] had proposed, organizations had excluded women and other minorities, especially from positions of power” (Macionis, 2010, p. 175). To counteract this, Title VII of The Civil Rights Act of
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chapter is also introducing what’s sexual harassment, and what we can do, when sexual harassment happened. 2) Equal Employment Opportunity (EEO) * All individuals should have equal treatment in all employment-related actions. Discrimination * “Recognizing differences among items or people.” Protected Category * A group identified for protection under EEO laws and regulations. •Race, color • gender • Age •Disability • Religion • Sexual orientation 3) Illegal employment
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Obergefell v. Hodges 2015 U.S. LEXIS 4250 (2015) decision granting the LGBT community to legally marry, pushes the issue of including sexual orientation discrimination in Title VII of the Civil Rights Act of 1964. In July 2015, the high profile case of Obergefell v. Hodges allowed the Supreme Court to interpret the Fourteenth Amendment in which it requires states to issue marriage licenses between two individuals of the same sex. Prior to the Supreme Court’s ruling on same-sex marriage, 37 states
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Janet does not have a sexual harassment claim. Although the relationship was inappropriate because it crossed the lines between supervisor and subordinate the relationship was mutual and there weren’t any contingencies. She wasn’t forced into anything and she welcomed the relationship. There was never any fear of reprisal and there was no mention of a negative impact on the workplace. By definition Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act
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A key concept in determining whether a reasonable basis exists for affirmative action is underutilization. Underutilization exists when the percentage of women and persons of color in one or more of an employers job groups is lower than the percentage of women and persons of color with the necessary skills for that type of employment. (This is when the employer self imposes an affirmative action plan in order to remedy this problem.) Challenges to the use of preferences by public employers and
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Sexual Harassment is a problem that affects all segments of the public and private sectors. It seems that over the past ten years the incidence of sexual harassment has increased dramatically. Some examples of high profile sexual harassment include Bill Clinton and Monica Lewinsky, Bill Clinton and Paula Jones, and Kobe Bryant and a Colorado teenager. These are just a few examples of how far reaching sexual harassment is in today’s society. One of the major problems with sexual harassment is the
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Chapter 2 Application Cases An Accusation of Sexual Harassment in Pro Sports 1. Based on the lack of evidence and witnesses from this claim I believe that Ms. Brown Sanders did not have the basis for a sexual harassment suit. She stated that the sexual harassment went on for 2 years before she even filed a claim therefore, she condoned the actions to persist before her termination for “failure to fulfill professional responsibilities,” which also has little evidence to prove as well. 2. I
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Sexual harassment can be defined as a form unwelcome verbal, visual or physical conduct of a sexual nature that can be described as being severe or pervasive in nature. It is a discrimination against sex which violates Title VII articulated in The Civil Rights Act of 1964. This federal law formally forbids any discrimination in employment on the basis color, race, sex, religion or national origin and employers with 15 or more employees are restricted under this law. The overall effects of such activities
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Legal Risk and Opportunity in Employment Tester Pester LAW/531 November 7, 2010 Lame Duck Abstract This paper analyzes the legal principles and remedies behind the three scenarios described in the simulation. Legal Risk and Opportunity in Employment Legal Encounter One NewCorp hired Pat Grey as a property manager. NewCorp fired Pat after three months. Pat thinks it is not related to performance but other outside issues. NewCorp maintains that it is not working out with Pat, so he is
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