Equal Employment Opportunity and Discrimination
1. Introduction
Title VII of the Civil Rights Act of 1964 is a federal law that prohibits most harassments and discriminations within workplace (Roscigno, Mong, Byron, & Tester, 2007). It applies to all private companies, local and state Governments, as well as institutions of education as far as such employs 15 and more employees. Discriminations prohibited by Title VII includes discrimination based on color, sex, race, religion, national origin, and pregnancy. Age Discrimination in Employment Act (ADEA) enacted in 1967, as a federal law, governs age discrimination within workplaces (Neumark, 2008). It was enacted to promote employment of workers at the age of 40 years old and above based on …show more content…
In the hierarches of the management in any company, cleaning section is probably the section which constitutes the lowest paid employees and it should not only constitute employees from ne race or color or national origin as is the case in Plump n’ Stuffy Jackson’s, Mississippi plant. In the case of Age Discrimination in Employment Act, Plump n’ Stuffy should makes changes to its employment policies. This should be in such a way that there is balance in terms of the number of employees from each age group as per the employable population. In addition, the old should not be discriminated as far as they are capable of working depending on their qualities and capabilities. In addition, Title VII of the Civil Rights Act prohibits employment tests which are not reasonable measure of job performance. As such, Plump n’ Stuffy should change their employment policy for the cleaners as such employees do not really need to have high school diplomas (even if such was not intended for discrimination) to execute their duties efficiently. In the current scenario, Plump n’ Stuffy has a small percentage of employees, if any, in the age bracket of 40 years and above as required by the Age Discrimination in Employment Act and this needs to be changed to be in compliance with the …show more content…
Pager, D., Western, B., & Bonikowski, B. (2009). Discrimination in a low-wage labor market a field experiment. American sociological review, 74(5), 777-799.
This paper was consulted based on its title of the current paper as well the time in which it was published. The number of its citation (461 at the time it was checked) also contributed to it being chosen. Discrimination (in whichever way) is highly associated with low wages and thus it was an appropriate paper to consult. Finally, the study is more credible since it was based on real data (experiment) where it was found that black and Latino job applicants, with clean backgrounds, could not fare better than the white job applicants. ii. Cortina, L. M. (2008). Unseen injustice: Incivility as modern discrimination in organizations. Academy of Management Review, 33(1),
1. Introduction
Title VII of the Civil Rights Act of 1964 is a federal law that prohibits most harassments and discriminations within workplace (Roscigno, Mong, Byron, & Tester, 2007). It applies to all private companies, local and state Governments, as well as institutions of education as far as such employs 15 and more employees. Discriminations prohibited by Title VII includes discrimination based on color, sex, race, religion, national origin, and pregnancy. Age Discrimination in Employment Act (ADEA) enacted in 1967, as a federal law, governs age discrimination within workplaces (Neumark, 2008). It was enacted to promote employment of workers at the age of 40 years old and above based on …show more content…
In the hierarches of the management in any company, cleaning section is probably the section which constitutes the lowest paid employees and it should not only constitute employees from ne race or color or national origin as is the case in Plump n’ Stuffy Jackson’s, Mississippi plant. In the case of Age Discrimination in Employment Act, Plump n’ Stuffy should makes changes to its employment policies. This should be in such a way that there is balance in terms of the number of employees from each age group as per the employable population. In addition, the old should not be discriminated as far as they are capable of working depending on their qualities and capabilities. In addition, Title VII of the Civil Rights Act prohibits employment tests which are not reasonable measure of job performance. As such, Plump n’ Stuffy should change their employment policy for the cleaners as such employees do not really need to have high school diplomas (even if such was not intended for discrimination) to execute their duties efficiently. In the current scenario, Plump n’ Stuffy has a small percentage of employees, if any, in the age bracket of 40 years and above as required by the Age Discrimination in Employment Act and this needs to be changed to be in compliance with the …show more content…
Pager, D., Western, B., & Bonikowski, B. (2009). Discrimination in a low-wage labor market a field experiment. American sociological review, 74(5), 777-799.
This paper was consulted based on its title of the current paper as well the time in which it was published. The number of its citation (461 at the time it was checked) also contributed to it being chosen. Discrimination (in whichever way) is highly associated with low wages and thus it was an appropriate paper to consult. Finally, the study is more credible since it was based on real data (experiment) where it was found that black and Latino job applicants, with clean backgrounds, could not fare better than the white job applicants. ii. Cortina, L. M. (2008). Unseen injustice: Incivility as modern discrimination in organizations. Academy of Management Review, 33(1),