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Anti-Discrimination Case Study

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According to the Cambridge dictionary, a simple definition of anti-discrimination laws is “laws opposed to or intended to prevent discrimination treatment of someone because of their age, sex, disability, race, sexual harassment, and so on)”. However, a more complex definition according to the article “Deliberative freedoms and Asymmetric features of Anti-discrimination law” defines anti-discrimination laws as “anti- discrimination law existence is to protect people’s interest in possessing a set of ‘deliberative freedoms’ – that is, freedoms to make decisions about how to live their lives without having to take into account, as a cost, their ‘normatively extraneous traits’ (such as gender, race, and age)” (Smith, Campbell 248). According to …show more content…

Kleiner Perkins This case is the perfect example to showcase the constraints of the anti-discrimination laws when it comes to individual cases. According to the article “Gender and the Tournament: Reinventing Antidiscrimination Law in an Age of Inequality”, it states that “Ellen Pao’s case provides an example of the limitations of Title VII as a check on the determinations made within such a system when the case is framed solely as one of unequal treatment of an individual woman in accordance with the ordinary norms of a competitive workplace” (Cahn, Carbone, Levit 474). Facts of the case: Ellen Pao worked at Kleiner, a venture capital company, as a junior partner, with plans of moving on to the highest levels. One of the first problems she had in the company was with a male junior partner, Nazre, who made sexual advances towards her, she refused at first and then he started leaving her out of business decisions. She later gave in, but then eventually broke it off. She complained to management and the HR department, but no action was taken. According to Pao, she said the management told her to either accept it, or even consider continuing her relationship with Nazre. Nazre was later promoted and became Pao’s supervisor and his office was opposite hers. She also complained about this and was asked to change offices, she refused. For about three years, Pao never received any promotion and she was just labeled as someone that complains alot. She was still being left out …show more content…

He was around sixty-three years old when he was fired. He was replaced with a female attorney that was in her thirties. Levin complained on the basis of age and sex discrimination. However, the Office of the attorney general responded that he wasn’t replaced, rather he was fired because of poor performance. Levin went ahead to sue them on the basis of age and sec discrimination. The office of the attorney general however, won summary judgement by showing the court that Levin was not a qualified employee. Levin lost the case due to lack of performance and expertise. This case is an example of “Age Discrimination in Employment Act of 1967” which fall under anti-discrimination laws. According to the article “Employment Law—Age Discrimination—Seventh Circuit Holds that the ADEA Does Not Preclude”, it states

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In the case of Gallina v. Mintz Levin, Gallina male co-workers were made discriminatory comments after finding out that she had a young child (Walsh, 2013). Gallina spoke with others in the firm and partners in another office firm (Walsh, 2013). The partners that shared the offices with Gallina were upset to hear that she had seeked others thoughts and opinions on the matter at hand (Walsh, 2013). Gallina was eventually terminated based terminated based upon the evaluations that were negative from the partners in her office, even though the other partner outside firm had given her great evaluations (Walsh, 2013). Gallina falls under a protected class through the Title VII, Civil Rights Act.

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Karen Lyda testified in her deposition that appellant neither evaluated nor disciplined her. Lyda.  Id. at 66. She Also testified that, when she went from full-time to part-time, she knew that her new schedule had to be approved by the corporate office and appellant didn’t had such an authority. Lyda Dep.

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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 plaintiff is not estopped by her SSDI and long term disability claims. However, the issue should have been decided by the jury. The court foreclosed to grant the plaintiff was not a qualified individual. The issue is whether the district court correctly granted summary judgment in the favor of the defendant because the shaker table rotation rule at issue was an essential function of the employee’s job.

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Name of Case: LaChance vs. Erickson Court: U.S. Court of Appeals, Federal Circuit, and the U.S. Supreme Court Parties and their roles:. LaChance, director, Office of Personnel Management petitioner; Erickson et al Responded Relevant facts: Federal employees made false statements to agency investigators with respect to their misbehavior. The legal issue(s) raised: The legal issue raised was that the respondents, federal employees were charged by their agencies because each of them made false statements to the agency investigators with respect to their misconduct.

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Development is a sequential process throughout ones lifespan that involves achieving milestones that pave the way for an individual to be a successful and productive member of society. Our environment and surroundings have a major influence on the achievement of these milestones and can have a large effect on our development for the rest of our lives. Influenced by the work of Sigmund Freud, the famous psychologist Erik Erikson formulated stages of psychosocial development that can have a large impact on the development of one’s personality. Furthermore, personality is affected by the attachment and type of parenting a child experiences within their infancy and youth. Within South Africa, the aforementioned impactors on personality development can be damaged by the extensive poverty experienced by many South African

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Direct discrimination is mostly direct of who you are, who someone thinks you are or even someone you are. “Never judge a book by its cover” It's unlawful for a person to judge you because what they stand for in the social people thinks there believes are more superior than anyone else and who else see other else is beneath them. Most of the time in the workplace is where most discrimination when there is a prospective employee is being treated unfairly, However being based on your sex, religion ability can cause the employees to become unprofessional not treating you as a normal everyday employee which make that employee transfer to other company or

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Prejudice is the prejudgement, or superficial judgement, about a particular group of people. Prejudice seems to have a foundation built on three things group formation, ethnocentrism, and stereotypes. Discrimination is the unfair treatment of a person or group solely on the basis of their group membership. In week seven we read chapter seven of the Human Relations textbook by Hamilton tackling the causes, effects, and remedies of these problems. There is a difference between these two prejudice being the preconception, discrimination being the action.

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She is stubborn and resist the explanation from the management Demonstrate the related organisational and industrial legislations and guidelines and staff manuals as the references for the improvement resolutions 2. She became very aggressive and threaten for the violent actions Get other staffs in presence and record all her responses Solutions to fix Yuko’s problems: • Separate her to the other departments and assign her with other job roles • Observe her performance within 3 months probationary time • Issue her with the written and verbal warning Further email to Yuko summarizing the discussion at the meeting and the solution agreed on: To:

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