Mrs. Gallina v. Mintz Levin focuses on the Civil Rights Act. The Civil Rights Act prohibits an employer from discriminating against any employee because of their sex. Unfortunately, the managing partner at Mintz Levin disagreed and felt women with children weren’t capable of working as an associate. This led him to make slick comments around Mrs. Gallina that women with children didn’t stand a chance of becoming a partner. This left Mrs. Gallina to seek advice from other associates because she felt like her managing partner was discriminating against her. When word got back to some of the partners in the office they were embarrassed and felt like Mrs. Gallina was stirring up trouble. She was eventually terminated because some of the partners gave her negative evaluations (Walsh, 2013).
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In fact, this biased behavior can have a negative effect on the evaluations of the competence of these women on the job (Ridgeway & Correll, 2004). However, if an employee job performance is poor then it should reflect in their evaluation. Unfortunately, it could also determine if an employer should let you remain working for them or just fire you for the poor job performance. Although many employees may see this as being unjustifiable it is, however, the employers obligation to have someone who can do the job and is willing to do. For example, Employee A is always slacking on the job and Employee B is always doing his job and the job of Employee A. So you warn Employee A that he needs to do better are you’re gonna have to replace him. However it still doesn’t change anything and you’ve giving the employee a warning and it's reflected in his evaluation. Therefore doing his evaluation you’ve decided to fire him because of poor job performance. This is possible what has happened to Mrs. Gallina who now feels discriminated
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In fact, this biased behavior can have a negative effect on the evaluations of the competence of these women on the job (Ridgeway & Correll, 2004). However, if an employee job performance is poor then it should reflect in their evaluation. Unfortunately, it could also determine if an employer should let you remain working for them or just fire you for the poor job performance. Although many employees may see this as being unjustifiable it is, however, the employers obligation to have someone who can do the job and is willing to do. For example, Employee A is always slacking on the job and Employee B is always doing his job and the job of Employee A. So you warn Employee A that he needs to do better are you’re gonna have to replace him. However it still doesn’t change anything and you’ve giving the employee a warning and it's reflected in his evaluation. Therefore doing his evaluation you’ve decided to fire him because of poor job performance. This is possible what has happened to Mrs. Gallina who now feels discriminated