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Case Study The Civil Rights Act Of 1964

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The Civil Rights Act of 1964 prevents people from certain classes being discriminated against. The protected classes under the federal antidiscrimination statutes include: race, color, national origin, sex, religion, age-40 and older, citizenship, Military service, pregnancy, and physical or mental disability (Walsh, 2012). It is important for employers to understand what discrimination against these groups entails. Employers who do not understand discrimination against a protected class may find themselves making good faith mistakes regarding an employee’s conduct (Lidge, 2011). If a case goes to court, the employers will bear the responsibility to show proof of their actions were not discriminatory actions. It is important that employers …show more content…

The first act of discrimination is gender discrimination. The attorney in this case is female, which should not matter. However, when the partner made statements comparing men and women and the difference in commitment, this is blatant discrimination (Walsh, 2012). The Civil Rights Act of 1964 gave women the rights to be treated equal to men and the right to be free from discrimination due to gender. Prior to this Act, women and minorities were treated unequal and were segregated. The next act of discrimination deals with this female attorney having a child. The partner was upset this attorney did not tell him during the interview, she had a child. Employers can not ask potential employees about their familial status. Familial status means having a child under the age of 18 in the household (Merriam-Webster, Inc, 2012). This is a clear violation of Title VII if used to deny or limit employment …show more content…

Employees are prohibited from being punished for exercising their rights to be free from discrimination. This can be seen when the attorney reported her concerns to several people in the firm and they did nothing. When she discussed it with another attorney, her partner decided to withhold her annual pay increase because of the situation. This is retaliation. When her company refused to do anything about harassment, it is her right to seek legal consult. Human Resources must protect employees and have an effective response to allegations of harassment (Lockwood, & Marda, 2014). When her partners gave her negative evaluations, but others gave her positive reviews, it is apparent they are judging her based on what they think of her personally. Job evaluations should be based on job performance and not personal opinions. This is the reason employers must document facts when making employment

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In Gallina case, they are discriminating against her gender and that she was not a male, and that she had a young child. After hearing about Gallina getting other opinions from another partner, it is believed that the partners, whom she shared an office with seeked retaliation. Due to her partners hearing about the conversations and the comments that they made about Ms. Gallina causing a problem for them and embarrassing them, it is evident that when the annual evaluations came around that her office partners seeked retaliation against her (Walsh, 2013). The retaliation is what lost Ms. Gallina her job. Title VII protects those who are retaliatory discriminated against those who complain about possibly Title VII violation (Levinson,

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Mr. Zimpfer also retained a legal counselor Ms. Lynn Szymoniak in his defense of these allegations. Ms. Szymoniak retained the services of a industrial psychologist name Dr. Marcy to examine the resumes of the other job applicants. The staff’s objective was to shed light on whether Mr. Zimpfer was more qualified for the position than Mr. Merriman. Yes, accordingly to legal definition of discrimination and the stature of the EEOC age was a unfair disadvantageous to Mr. Zimpfer.

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The claim was made that when he was fired it was due to his race. In the case Hicks files a law suit for wrongful termination under Title VII for racial discrimination. Hicks track record with St. Mary's Honor Center before the events unfolded seen him as a contributing component of the organization. Prior to being fired, Hicks experienced issues with the new change in leadership. While employed with St. Mary's Honor Center the plaintiff

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Case Name: Williamson v. City of Houston Citation: 148 F. 3d 462 Date Decided: 1998 Facts: A female police officer, Williamson, sued the City of Houston under Title VII of the Civil Rights Act of 1964 in which she alleged she was subjected to sexual harassment, and thereafter retaliation for reporting the harassing behavior. The female officer further alleged the behavior created a hostile work environment. Williamson maintains she was subjected to sexual harassment in the form of sexually explicit comments and behavior after transferring into the division. The individual engaging in the offensive behavior was her male partner, Officer Doug McLeod. Williamson stated the behavior continued for eighteen months and was comprised of unwelcomed physical contact and humiliating comments about her body and her appearance.

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In this case questioning workplace harassment in terms of sexual discrimination and its prevalence to Title VII of the Civil Rights Act of 1964, Joseph Oncale v. Sundowner Offshore Services distinguishes whether or not discrimination can occur within the same sex. Joseph Oncale, a male, filed a complaint against his employer, Sundowner Offshore Services, Inc. The petitioner was working at one of respondent’s service stations and he was part of an eight men team. In the complaint, Mr. Oncale is alleging that he was sexually harassed by his co-workers John Lyons, Danny Pippen, and Brandon Johnson.

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The plaintiff stated that she was rejected a job opportunity with Corizon after the employer contacted Dr. Ogunsanwo for further review before hire. In order to establish a case for retaliation under Title VII, “the plaintiff must show that: (1) she engaged in a statutorily protected activity: (2) she suffered materially adverse employment action; and (3) there is a causal connection between her participation in the protected activity and the adverse employment action.” There are many proven reasons why retaliation is contradictory to the facts of the case. Succeeding the termination of the plaintiff, the Department privatized majority of its health care through

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) Paul the temporary employee at Energy Rodeo might pursue for racial discrimination under the Civil Rights act of 1964 which outlaws all employment based on race, color, religion, sex, or national origin. It applies to hiring, pay, work conditions, promotions discipline, and in this case discharges. Paul can claim that he feels intimidated by a supervisor’s constant disrespectful comments and racist remarks written in the bathroom about Hispanics because Paul is Hispanic. He can say that he does not feel safe in that work environment.

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(EEOC, 1964a) The argument is that Anna’s claim against her employers is valid on the basis of gender discrimination (EEOC, 1964b). Anna’s supervisor Michael would never have taken the actions that he did with Anna had she been a man. Once those actions were demonstrated to have an adverse reaction on both the work environment and employment, no remediation actions were taken

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As mentioned previously, it is unlikely that Susan could establish a Prima Facie case because she and the other candidate were probably in the same applicant pool. However, Susan could cite the disparate treatment that is occurring within the company. The case mentions that Robert Pearson did not usually bring women along when he took his managers out on recreational trips because he believed that women are uninterested and unable to keep up. This creates an interesting point, because Robert is not only treating his staff differently based on sex, he also is keeping them from joining him in health conscious behaviors, a trait that he believes is core to joining leadership in the organization. Another example of how discrimination could

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She should have reported the first time that he made sexual advancement or made her feel uncomfortable. Rita’s complaint will be on file just in case something happens later and she needs proof. Then Rita must file Title VII charges with Equal Employment Opportunity Commission (EEOC). “Any EECO complaint must be filed within 180 days of the alleged discriminatory act taking place” (Lau, 2012, p. 377).

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Montana State Board of Regents (1976) is an example of a case of alleged gender discrimination by an employer. The plaintiffs alleged that the defendant had “policies and practices of discrimination against females in a class, specifically with regard to the underutilization of women in certain departments, salaries, promotions, and…on…university committees and in important administrative and policy making positions” (Mecklenberg v. Montana State Board of Regents, 1976). In this case it was found that the underutilization, as alleged, was an indication of discrimination and the plaintiffs won the case (Mecklenberg v. Montana State Board of Regents,

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Th company does not have a obligation to make any gesture of fairness to Ms. Landis. The action that were the ground for her termination is very clear. The way it was done leaves some questions unanswered. The company policy was not followed. The progressive discipline policy was not followed according to the handbook.

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With the many cases that transpired over the years Black women have been discriminated against time after time. One for example “DeGraffenreid v General Motors”, per text states that “five black women brought suit against General Motors, alleging that the employer’s seniority system perpetuated the effects of

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