Deck 3: Equal Employment Opportunity: Legal Aspects of Human

Question 1

Do you believe that Muslims working in the United States need legal protection against retaliation? Why or why not?

Answer 1

The Equal Employment Opportunity Commission (EEOC) is the agency that takes care of the claims of employment. Federal, state, and local laws protect employees against retaliation once they file complaint against discrimination based on their race, color, religion, sex (this also include gender identity, sexual orientation and pregnancy), national origin, age (40 years or older), disability or genetic information.
There has been increase in the number of religious discrimination cases that are getting filed recently. This include getting dismissed after being questioned, not allowed to conduct daily prayers, bans on turbans and scarves and bad behavior by coworkers. So, based on these, I believe that Muslims working in United States should be provided with legal protection against retaliation.

Question 2

What could be some of the effects of being discriminated against because of race, sex, or age?

Answer 2

Discrimination stands for the unjust or prejudice treatment with people belonging to different categories. Mostly discrimination takes place on the basis of an individual's race, age, or gender.
The following are some of the effects of being discriminated against because of race, gender, or age:
• The person who gets discriminated on the basis of his age, gender, or race feels anxiety, sadness, feeling of guilt and depression, and the person goes through a deep emptiness in his life.
• The person loses interest in his professional and personal life, might develop an eating disorder. Overall, the person is left with confusion and broken heart.
• The most prominent effects of being discriminated are fear, anger, and inferiority complex. The individual gets affected both mentally as well as physically.
• The individual's self-esteem, self-worth, and social relations gets severely impacted which leads to mental problems like stress, depression, etc.
• In long-run, the person being discriminated gets motivated to engage in criminal actions or violence. This is the result of the unemployment, loss of self-esteem, self-confidence etc.

Question 3

Examine the equal opportunity laws of another country, such as France, Japan, or Libya. Are laws in other countries as much a concern for HRM specialists as they are in the United States?

Answer 3

Equal Employment Opportunity (EEO) stands for the provision wherein employers are required to offer equal employment opportunities to the employees in the firm. This provision ensures that employees are not discriminated in their jobs on the basis of protected characteristics like race, gender, age, nationality, religion etc.
The equal opportunity laws of another country like FR, JP, or LB are as follows :
• In FR country, there exists an independent administrative authority that possess rights to decide over all kinds of discrimination direct or indirect. Under this, discrimination of any kind is prohibited under the country's law.
• In JP country, although the country offers equal wages for men and women, still the country does not require that job opportunities for men and women should also be equal.
• In LB country, all males and females possess the same work opportunities. Even foreign residents having legal permit possess the same right. The country forbids employment discrimination, forced labor, and injustice and exploitation of labors.
It could be said that for HRM specialists it is similarly required to concern for employment laws in other countries as much as it is required in USS country. This is because all these countries carry similar employment laws wherein discrimination of any kind is forbidden. This requires the HR people to ensure that employment discrimination does not take place in these countries and the laws forbidding it gets applied effectively similar to the way employment laws gets applied in USS country.

Question 4

What can managers do to minimize their chance of litigation and being found negligent with regard to sexual harassment?

Question 5

Why is the decision in Griggs v. Duke Power Company considered a landmark?

Question 6

In a workplace with a diverse workforce, how could an English-only rule create lower morale, poorer communication, and lower productivity?

Question 7

What is meant by the term bona fide occupational qualification (BFOQ)?

Question 8

Should the rulings in Faragher v. City of Boca Raton be considered significant for the HRM area of an organization?

Question 9

Affirmative action has become a political, economic, and emotional issue. What are some of the reasonable arguments in favor of and opposed to affirmative action.

Question 10

Should the President of Caritas Christi Health Care be fired? Why or why not?

Question 11

Why is the handling of sexual harassment cases considered complicated?

Question 12

Explain in your own words why consistency in handling sexual harassment claims is important.

Question 13

Objective
The purpose of this exercise is to understand the requirements for bonafide occupational qualifications (BFOQs).
Background
Title VII of the Civil Rights Act of 1964 has stated that it is unlawful for an employer to discriminate against a person in any condition of employment because of race, religion, color, national origin, or sex. As with most rules, however, there are exceptions. Regarding Title VII, one exception to the rule is termed a bonafide occupational qualification (BFOQ). With the BFOQ provision, Congress has stated that it is not unlawful to utilize certain personal characteristics in employment (such as sex) in situations where that particular characteristic is necessary to meet the normal operation of the business. The FBOQ is not intended, however, to serve as a loophole for resistant organizations that want to fl out the Equal Employment Opportunity Commission (EEOC) requirements. The EEOC believes that the BFOQ provision should be "interpreted narrowly" and places the burden of proof for justifying the BFOQ squarely upon the organization.
Want Ads
A number of hypothetical situations in which an organization has advertised for an employee of a particular race, color, religion, sex, or national origin are presented. In your opinion, do these particular situations warrant a BFOQ? Read each description carefully and indicate whether you think a BFOQ is warranted.
Broadway Actress Finally a chance to make it big on stage. A company needs four young, liberal-minded females to star in sophisticated adult play off Broadway. The appearance of the person to fit the part is important.

Warehouseman Small lumber company needs six men to replace striking warehousemen. Job involves lifting and carrying heavy lumber products. Excellent pay and benefits.
Apply in person at
Knothole Lumber Company
Bark and Splinter Streets
Macon, GA

Prison Guard Need self-confident, muscular, and experienced male facility guard. Must be able to work effectively with others in a potentially violent, dangerous environment.

Mechanic Large auto dealer needs severalmen for light mechanic work. Experienced only need apply. Must have own tools.
Apply in person at
Friendly Frank's Foreign Imports
Michigan Avenue
Evanston, IL
Digital Equipment Assembler Need females to assemble intricate computer equipment. Must have excellent hand-eye coordination and dexterity. No experience necessary-we train.
Apply in person at
Rayco Digital Equipment Co.
Third Street
New Albany, IN
(The owner attended a recent convention of computer manufacturers and heard an industrial psychologist say that a number of sophisticated research studies have shown that women are much more dextrous than men and therefore make better assemblers of intricate parts and equipment.)

Sales Representative Large title manufacturer needs aggressive salesperson to cover Texas region. Prefer male with extensive title-selling experience.


Flight Attendant Regional airline needs young, attractive female to fly West Coast routes. Must pass height and weight requirements.
Apply at
Flightly Airlines
Mesa Boulevard
San Diego, CA
(The human resource director had conducted a study showing that the airline's passengers-mostly male-show a strong preference for attractive female flight attendants. Additionally, the firm's consulting psychologist stated that the airline cabin represents a unique environment in which the psychological needs of passengers are better attended to by females than males.)
(The owner of the regional airline informally surveyed the other mechanics about the new employees. They emphatically stated, "We don't want to work around women!" In addition, the owner noted that state law requires separate restrooms for each sex, and that there was only one restroom in the shop. Building another restroom would require a large expenditure, and the space wasn't available.)

Women's High School Basketball Coach Coed high school looking for proven female basketball coach. Head coaching experience needed; ability to work with young women 14-18 years old is important. Need at least an undergraduate college degree.
Apply in person at
Pasadena High School
Main Street
Pasadena, TX

A final question: Is it legal for publishers to place ads in the paper on the basis of sex, such as "Help Wanted-Male" and Help Wanted-Female"?

Question 14

For approximately 80 percent of employers, complying with ADA requirements to make "reasonable accommodation" costs $500 or less. What types of changes would fall into this category?