Running Head: EEOC vs. SWIFT AVIATION GROUP

Equal Employment Opportunity Commission (EEOC) Vs. Swift Aviation Group, et al.
Harold Anderson
Embry-Riddle Aeronautical University
Management 533

Table of Contents

CHAPTER I – INTRODUCTION………...................................................................................3
CHAPTER II – BACKGROUND……......…………….……..………………………..............3
CHAPTER III – ANALYSIS……………………......................................................................4
CHAPTER IV – CONCLUSION………………........................................................................6
REFERENCES ……...................................................................................................................7

Chapter I – Introduction Without a doubt ever since the terrorists attacks on U.S soil on September 11, 2001 Americans have been hyper-vigilant, and to a certain degree hyper-critical towards Muslims. It is one thing for an individual to project their prejudices onto a member of a different race, gender or religion, but when an employer takes part in these unlawful practices they become subject to the Federal laws that our great nation has put in place to ensure fair and equitable treatment to all. Such is the case in regards to the U.S Equal Employment Opportunity Commission (EEOC) vs. Swift Aviation Group et al (2012), as discussed in the following pages.
Chapter II – Background In October 2007, Adam Domnez (a Palestinian Muslim) began working in Line Services for Swift Aviation Group, which operates a small fleet of jets and a private terminal at the Sky Harbor International Airport in Phoenix. While employed at Swift Aviation, Mr. Domnez was allegedly subjected to hostile work environment based on his national origin. These allegations are in violation of Section 703 (a) of Tile VII, 42 U.S.C. §§2000e-2(a). (Cornell