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Women vs. Wal-Mart

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The Women VS. Wal-Mart

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This case study is submitted in partial fulfillment of the requirements for the completion of MGT412

Touro University International
College of Business Administration
Module 1

INSTRUCTOR:

The Women VS. Wal-Mart Gender or “sex-based” discrimination has been in existence for the past two decades. Many companies, employers, and analysts would argue that gender discrimination claims are exaggerated or taking advantages of the fact that so many pursue claims against companies. Most gender or “sex-based” discrimination claims are based on job promotions that were denied, unprofessional comments that were said to them or even something as simple as poor treatment in the workplace. In the paper I will be covering what legal statute(s) gave the EEOC the jurisdiction to prosecute the case, some new information concerning Wal-Mart since the start of the class-action suit and how private-sector organizations can help protect themselves from future claims of illegal discrimination.

Federal laws were passed in the 1960s to help women have equal treatment within the workplace and are enforced by the Equal Employment Opportunity Commission (EEOC). Two specific federal laws that I want to bring up are the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964. The EEOC were given jurisdiction to prosecute Dukes vs. Wal-mart case based off of those laws. Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 1981 et seq., (Title VII) and the Equal Pay Act of 1963, 29 U.S.C. § 206(d), (EPA). “Title VII protects Americans from discrimination based on gender, including sexual harassment and pregnancy, as well as discrimination based on race, religion, color, and national origin” (http://www.eeoc.gov/types/sex.html). Title VII forbids discrimination against employees or job applicants due to their gender in...

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