The district refused his proposal and the courts upheld their decision stating that the board is not required to provide the employee preferred alternatives when more than one reasonable accommodation is possible (Essex, pg 219).
Employment considerations can be sticky as well. Religious practices can sometimes be seen from first impressions and may affect the impact potential employers have of the applicant. However, educators are supposed to be protected from these types of discrimination. Employers cannot be deny, limit, or refuse to refer employment based on race, color, religion, sex or national origin. If an educator finds an issue or believes this issue to be true they have a right to due process. Complaints go to the Equal Employment …show more content…
Most of these rights are understood and maintained, but there are times when negative occurances happen and one feels violated. Though it can be hard to prove, the hardest of all discriminations to prove is racial. The difficultly becomes how can a system designed and run by with power and privilege make judgments with an objective and impartial view? A precedential non-educational case, Griggs vs. Duke Power Company, set some controversial standards regarding racial discrimination. In short a company was using testing to promote and transfer people within the company to higher positions. The test though consistently weeded out Blacks from the promotion pool. Upon investigation of the process and test the courts ruled in the plaintiffs favor and the company was required to find other means by which to promote individuals. A group in South Carolina attempted the same case, but the test was used to determine teacher certification. The department of education initially changed the minimum score to a score range. This was insufficient for the plaintiff’s and they proceeded with the case. In the end the courts sided with the education department because the plaintiffs were unable to prove that there was bias in giving the licenses, the test itself or any
Employment considerations can be sticky as well. Religious practices can sometimes be seen from first impressions and may affect the impact potential employers have of the applicant. However, educators are supposed to be protected from these types of discrimination. Employers cannot be deny, limit, or refuse to refer employment based on race, color, religion, sex or national origin. If an educator finds an issue or believes this issue to be true they have a right to due process. Complaints go to the Equal Employment …show more content…
Most of these rights are understood and maintained, but there are times when negative occurances happen and one feels violated. Though it can be hard to prove, the hardest of all discriminations to prove is racial. The difficultly becomes how can a system designed and run by with power and privilege make judgments with an objective and impartial view? A precedential non-educational case, Griggs vs. Duke Power Company, set some controversial standards regarding racial discrimination. In short a company was using testing to promote and transfer people within the company to higher positions. The test though consistently weeded out Blacks from the promotion pool. Upon investigation of the process and test the courts ruled in the plaintiffs favor and the company was required to find other means by which to promote individuals. A group in South Carolina attempted the same case, but the test was used to determine teacher certification. The department of education initially changed the minimum score to a score range. This was insufficient for the plaintiff’s and they proceeded with the case. In the end the courts sided with the education department because the plaintiffs were unable to prove that there was bias in giving the licenses, the test itself or any