...Paul should pay the most attention to the Civil Rights Acts of 1964 and 1991, most notably Title VII. Title VII is “the foundation on which all other workplace nondiscrimination legislation rests.” (Mathis, Jackson, & Valentine, 2014, p. 78) As the groundwork for other legislation, Title VII clarifies protected characteristics, as well as defining what organizations these laws apply to. In addition to federal legislation, Paul needs to be very familiar with the Department of Labor and the Equal Employment Opportunity Commission (EEOC). These two bodies act as enforcement as well as provide guidance on laws and implementation of laws. Bumpbie currently does not have an extremely diverse workforce. There is great chance that this will change...
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...Marietta Corporation that they would not accept job applications from women who had children that were preschool aged. However, at that time, the corporation was receiving and accepting job applications from men with children who were the same age. The corporation had a policy that denied the job applications of women with children because they were considered to be unreliable employees. This led Phillips to sue the corporation under Title VII of the Civil Rights Act of 1964, claiming that the actions of the Martin Marietta Corporation were discriminatory. When brought to the district court, it was held that there was insufficient evidence proving a gender bias within the corporation. This was because seventy-five percent of those who were hired for the position Phillips applied for were women....
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...involved in this incident is trying to claim that he is a victim of constructive discharge under Title VII of the Civil Rights Act of 1964. As a legal concept, constructive discharge is relevant in this scenario since our employee resigned because he felt that we, as an employer, created a policy that affected his religious life and forced him to quit. The California Supreme Court states, “In order to establish a constructive discharge, the employee must plead and prove, by the usual preponderance of the evidence standard, that the employer either intentionally created or knowingly permitted working conditions that were so intolerable or aggravated at the time of the employee's resignation that a reasonable employer would realize that a reasonable person in the employee's position would be compelled to resign” (Turner V. Anheuser 1994). Title VII of the Civil Rights Act of 1964 “prohibits discrimination by covered employers on the basis of race, color, religion, sex or national origin” (Find US Law, 1964). Because our organization consists of more than fifteen employees, we fall under this title and specifically in regards to religion in this situation. The EEOC, The Equal Employment Opportunity Commission, enforces Title VII and states that an individual must file a complaint of discrimination within 180 days of learning of the discrimination or the individual may lose the right to file a lawsuit. This employee did file in a timely manner so we are obligated to respond...
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...compliant with Equal Employment Opportunity Commission (EEOC) regulations. There are many laws that are governed by EEOC regulations but in this paper, I will review Title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act (ADEA). I will apply these two laws to the Gelato company hiring practice operating out of Heartland Corners, U.S.A. With the data I have, I will evaluate if Gelato is in compliant with the Title VII of the Civil Rights Act of 1964 for hiring black and other minority groups in the local area. I will also explore their practices of hiring younger employees to determine if they are violation of the ADEA. Lastly, I will make recommendations for compliance with the Title VII of the Civil Rights Act of 1964 and ADEA if any or needed. THE ISSUE WITH GELATO Gelato is a larger cheese maker that distributes throughout the United States. Gelato is located in Heartland Corners, U.S.A. and employs approximately 200 hundred workers. Currently their employees’ racial make-up is 85 percent white and 15 percent other races. The population of Heartland Corners is 50 percent white and 25 percent African American with the other 25 percent mixed with Hispanic, Asians and other races. The question here is whether or not Gelato is violating Title VII of the Civil Rights Act of 1964 by not hiring at the 4/5th or 80 percent rules used in determining if there is adverse impact on minority groups such as blacks, women, or elderly. The 80 percent...
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...Response to Title VII of the Civil Rights Act of 1964 claim made by former employee. A. Constructive discharge is defined as when a worker resigns due to a hostile work environment created by the employer (elaws, 2014). This can occur when an employer makes significant changes to the terms or conditions of worker’s employment (elaws, 2014). In the case of the employee who filed a claim, the work hours were changed to 12-hour shifts, with four days on and then four days off. The four workdays can occur any of the days of the week. The former employee claimed that the workday could be on a religious holy day. In this case, there is cause to claim constructive discharge. The work hours changed significantly from when the employee was hired. To determine whether constructive discharge was used in this employee’s resignation, there are two tests. First, a reasonable person in the employee’s position would find the working conditions intolerable, and second, the employer created an offensive work environment with the intent to force the employee to quit (Constructive Discharge, 2014). B. Title VII: Section703 of the Civil Rights Act of 1964 that applies to employment decisions; mandates that employment decisions not be based on race, color, religion, sex, or national origin (Gomez et al, p. 92). Protected class theory states that groups of people who have suffered discrimination in the past should be given special protection by the judicial system. Religious rights are one...
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...proof that the Tennessee Valley Authority (TVA) was liable under Title VII of the Civil Rights Act of 1964 by intentionally discriminating against him under both disparate impact and disparate treatment analyses and whether the TVA appeal to the District Court erred in each of these analyses could be legally supported to reverse their decision FindLaw, 2011). David Dunlap brought suit under Title VII, alleging racial discrimination by the TVA. The district court found that Dunlap had been subjected to discrimination under both disparate treatment and disparate impact analyses, concluding that TVA’s subjective hiring processes permitted racial bias against both Dunlap and other black applicants (Walsh, 2010). The Appeals Court affirmed the disparate treatment claim, reversed the disparate impact claim, and affirmed the district court’s award of damages and fees to Mr. Dunlap (Walsh, 2010). The U.S. Court of Appeals for the Sixth Circuit was to determine if the plaintiff, David Dunlap Dunlap, had met the burden of proof that the Tennessee Valley Authority (TVA) was liable under Title VII of the Civil Rights Act of 1964 by intentionally discriminating against him under both disparate impact and disparate treatment analyses and whether the TVA appeal to the District Court erred in each of these analyses could be legally supported to reverse their decision FindLaw, 2011). David Dunlap brought suit under Title VII, alleging racial discrimination by the TVA. The district court found...
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...American, Asian American and others. The company requires a high school diploma for employment on its cleaning crew and the entire crew is white. Statistically, 75% of Heartlands Corners white population has completed high school while 25% of those in minority groups have completed high school. We will look to see if the company is in in compliance with Title VII of the Civil Rights Act (CRA) of 1964 and the Age Discrimination Employment Act (ADEA) and if the company should make any changes to their policies and why those changes are necessary along with recommendations. We will also discuss how Title VII of the CRA of 1964 and the ADEA may or may not apply and how disparate treatment and adverse impact may or may not apply. There is also a reference page at the end of the paper quoting references and a grading rubric. Compliance to CRA 1964 The CRA barred racial discrimination in businesses, voter registration, and in any program that received support from the federal government. It also gave the Justice Department legal power to desegregate public facilities, including swimming pools, parks and libraries and is comprised of 21 titles. It prohibits discrimination on the basis of race, color, religion, and national origin, (La Prensa, 1997). In our module reading 75% of Heartland Corners white population has completed high school while only...
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...Attorney and the Human Resources Director is investigating an employee complaint of Constructive Discharge Claim to the Title VII of the Civil Rights Act of 1964. In order to control cost we are doing an initial response on how should the Human Resources and the Company’s Attorney should respond to the employees claim. A. Constructive Discharge How constructive discharge is relevant to this case? An employee filed a claim against the toy company under the Title VII of the Civil Rights Act of 1964 of Constructive Discharge. The employee was not happy about the change in the work schedule, which requires him to work on his religious holiday. The Toy Company existing work shift policy is starting 8:00 am to 5:00 pm, Monday through Friday. However, the new work policy for the beginning of the year would be a 12-hour shift from Monday through Sunday. According to USLegal.com, "Constructive Discharge is when working conditions are as intolerable as to amount to firing, despite the lack of a formal termination notice. (USLEGAL, 2001-2014)” The employee strongly felt that the new work policy would be very unpleasant or the conditions to work on his religious day would be unworkable, so he quit his job. B. Title VII According to the U.S Equal Employment Opportunity Commission, the definition of Title VII of the Civil Rights Act. “To enforce the constitutional right to vote, to confer jurisdiction upon the district courts of the United States to provide injunctive relief against...
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...Employment & Legal Issues: Former Employee’s Title VII of the Civil Rights Act of 1964 and Constructive Discharge Claim Western Governors University Internal Memorandum To: CEO, Toy Company From: Student Date: November 3, 2014 Subject: Former Employee’s Title VII of the Civil Rights Act of 1964 and Constructive Discharge Claim Constructive Discharge * A constructive discharge occurs when an employer "deliberately makes an employee's working conditions so intolerable that the employee is forced into an involuntary resignation." (Jenkins V. State of Louisiana Department Of Corrections, 874 F2d 992 (5th Circuit 1989, June 7) bullet point 12) * A constructive discharge generally happens when an employer creates a working environment/conditions that are so unbearable for a reasonable employee that would result for that reasonable employee to resign. * At the start of the year, the company implemented a new production schedule policy that required all production employees to work 4, 12 hour shift with the following 4 days off Sunday through Saturday. The policy was implemented to accommodate the company’s growth and production needs and it was not based on race, color, religions, sex, or national origin etc. A former employee has filed a constructive discharge claim against the Toy Company, claiming that he/she was decimated against based on religion by forcing he/she to work on their religion holy days. The working conditions have not been made unbearable...
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...Task 1 Regarding the case filed by our former employee against our company under Title VII of the Civil Rights Act of 1964, constructive discharge, I would like to depict the legalities of constructive discharge. A. A constructive discharge takes place when an employee believes that working conditions are intolerable; therefore is compelled to resign. In order for constructive discharge to be established; either of the following must be determined: -Evidence of intolerable working conditions are present, therefore a practical employee is forced to resign. - Evidence of the employee notifying the employer the intent to resign because of intolerable working conditions and the employer is unresponsive to the employee’s concern. - Evidence of improper conduct, including violent, sexual or discriminatory harassment by the employer. - Evidence of independent contract changes by the employer, which include pay cuts, hour changes, delayed wages, refusal of holidays and suspension without pay. Constructive discharge as a legal concept is relevant to the case of the former employee filing a claim against the company under the Title VII of the Civil Rights Act of 1964. This former employee filed a claim against the company for the reason of the alleged enforcement to the company’s new shift policy. B. There are several areas mentioned in Title VII of the Civil Rights Act of 1964, which pertain to this scenario. Under Unlawful Employment Practices, SEC. 2000e-2. [Section...
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...rejected, she brought this class suit under Title VII of the Civil Rights Act of 1964. Issues: 1. She was refused employment because she failed to meet the minimum 120-pound weight requirement and height minimum of 5 feet 2 inches. 2. Whether a rule expressly prohibiting women from assuming close-contact prison guard positions in maximum-security prisons most of which were all male violated Title VII. Rule of Law: Title VII of the Civil Rights Act of 1964 (Pub. L. 88-352) (Title VII), as amended, as it appears in volume 42 of the United States Code, beginning at section 2000e. Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. The Civil Rights Act of 1991 (Pub. L. 102-166) (CRA) and the Lily Ledbetter Fair Pay Act of 2009 (Pub. L. 111-2) amend several sections of Title VII. In addition, section 102 of the CRA amends the Revised Statutes by adding a new section following section 1977 (42 U.S.C. 1981), to provide for the recovery of compensatory and punitive damages in cases of intentional violations of Title VII, the Americans with Disabilities Act of 1990, and section 501 of the Rehabilitation Act of 1973. An Act to enforce the constitutional right to vote, to confer jurisdiction upon the district courts of the United States to provide injunctive relief against discrimination in public accommodations, to authorize the attorney General to institute suits to protect constitutional rights in public facilities and public education...
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...McCormack & McAuliffe v. Campus Crest Group, L.L.C. Elizabeth Braquet Gibson LeTourneau University Business Law – Sanders Heather McCormack & Nicole M. McAuliffe v. Campus Crest Group, L.L.C. (including business subsidiaries) United States District Court, W.D. North Carolina, Charlotte Division Campus Crest is a major developer in the United States that builds and manages multiple properties on College campuses throughout the country. The firm has locations and subsidiaries in numerous states and has seen its share of scandal during its duration. Heather McCormack (Plaintiff #1) was hired by Campus Crest in 2008 as an operations controller for Campus Crest. Later that same year, Ms. McCormack was promoted to the VP of Administrative Services and given a raise to $100,000 a year with an added bonus at the end of 2008 in the amount of $50,000. For several years the Plaintiff was exposed to unstable working environments, requests by upper management to falsify records, numerous accounts of racial discrimination against prospective employees and the sexual advances from a company official (VP, Sharpe). Ms. McCormack stated that while employed by Campus Trust Group, L.L.C. she was confronted on numerous occasions with hostile and discriminatory comments by the company’s executive vice president, Brian Sharpe. She stated the extreme unease she felt in the work environment due to these actions. Mr. Sharpe is quoted by coworkers as often making statements...
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...According to the U.S. Equal Employment Opportunity Commission (2012), Title VII of the Civil Rights Act of 1964, as it appears in volume 42 of the United State code, states that it is illegal for employers to discriminate against employee within an organization in regards to race, gender, color, religion, or country of origin (Title VII of the Civil Rights Act of 1964, Editors Note, para. 1). Ivancevich and Konopaske (2013) also explain that within the code, employers cannot retaliate against an employee who alleges discrimination, as listed above, or any employee who is involved in a discrimination lawsuit. Organizations that are exempt from Title VII include employers and labor organizations that employ less than 15 employees or members, private membership establishments and various religious organizations (Ivancevich & Konopaske, 2013). The law encompasses several aspects of employment that include, hiring of employees, firing of employees, promoting and compensation (Ivancevich & Konopaske, 2013). The Civil Rights Act of 1991 amended several of the statutes enforced by EEOC. Under the previous code, jury trials were possible only in cases brought under the EPA or the ADEA. Under amended provisions, parties were allowed to obtain jury trials and recover compensatory and punitive damages in Title VII and ADA lawsuits involving intentional discrimination (Ivancevich & Konopaske, 2013). The Act also placed statutory caps on the amount of damages awarded for future...
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...Subject: Former employee claims constructive discharge under Title VII of The Civil Rights Act of 1964 Dear Mr. Richardson, I would like to present you important facts as a result of my research found regarding Title VII of the Civil Rights Act of 1964. The plaintiff’s arguments are irrelevant and do not justify his claim against Toys Are Fun. The claim filled out by our former employee using the Title VII of the Civil Rights Act of 1964 to justify constructive discharge, which is generally applied when conditions of the work environment are intolerable and the employer does not offer the employee another alternative than to ask for termination. Constructive discharge is also one of the hardest cases to prove since plaintiffs need to meet certain requirements to prove they were victims of constructive discharge; abrupt termination is not acceptable proof since the employee is required to give the employer a reasonable chance to resolve the issue. In the last few years, Toys Are Fun has had tremendous growth, which forced the company incorporate changes in its production scheduling department in order to meet the demand of market changes that include working during holidays and weekends. The former employee resigned from his job for not being able to work during a scheduled holiday. Toys Are Fun did not have a chance to discuss the issue with employee and for this reason accommodation such as shift swaps and make-up hours, were never offered. Constructive discharge for...
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...interoffice memorandum to: | CEO | from: | Robby Hinson | subject: | Title vii | date: | June 10, 2014 | cc: | | | | A former employee recently filed a claim against our organization in reference to Title VII of the Civil Rights Act of 1964. I researched and reviewed multiple case studies related to this situation and have provided a recommendation based on this research. For starters, Title VII of the Civil Rights Act of 1964 states that “It shall be an unlawful employment practice for an employment agency to fail or refuse to refer for employment, or otherwise to discriminate against, any individual because of his race, color, religion, sex, or national origin, or to classify or refer for employment any individual on the basis of his race, color, religion, sex, or national origin.” (FINDLAW) This act was passed to help promote equal employment opportunities for females and minorities. The former employee feels that his rights were violated because he was required to work on what was considered a holy day based on his religion, however, there is no indication that the employee made the company aware of this issue. As you are aware, we recently implemented a schedule that would require all non-office staff to work twelve hour shifts on a rotating 4 days on, 4 days off work period. This schedule was made with no reference to time off for religious holidays. The claim against the organization stems from a former employee who was displeased with the new scheduling...
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