Heartland Case Study

Title VII prohibits employers from discriminating against people or individuals regarding gender and the compensation and treatment should not change because of it. Considering that Ms. Lewis is a woman, she is able to put together a prima facie case, in which several criteria has to be met. 1) She proved to be a member of a protected group as she is a woman and is being attacked for her gender and even her sexual orientation, which would have nothing to do with the job she is performing and are strong stereotypes. 2) After initially being accepted, it is clear that she was completely capable of performing the job and was still dismissed. 3) She also suffered direct actions against her, and of course 4) there is a large space to imply that there was discrimination against her. Heartland, in order to lawfully discharge, has to provide a good reason for the action. In this case the reason seems to be very vague, as Ms. Lewis was fired after performing “Hostile” actions during an interview, which had no base at all. Heartland did not follow protocol by suddenly creating a targeted interview. Cullinan proceeded with this interview, which had already taken place before the hiring, only as an excuse to create a reason to fire Ms.Lewis. …show more content…
Considering that Cullinan did mention she only wanted (pretty girls) working on the desk, she would have to prove a Bona Fide Occupiational Qualification or a business necessity, in order to have a