Select two major laws affecting equal employment opportunity found in Chapter 3

Question

Select two major laws affecting equal employment opportunity found in Chapter 3 of the textbook. (Attached as pictures). Discuss companies that have dealt (positively or negatively) with your selected laws. Your assignment response should address the issue or issues confronted by the company, how the company responded to the issues and any recommendations to the companies you would offer.
Your assignment should be submitted in 2-3 pages in length not including cover and reference pages. You should incorporate course terminology and concepts to explain your positions. Figure 3.2 - Major Laws Affecting Equal Employment Opportunity LAW Requires all employers covered by the Fair Labor Standards Act and others to provide equal pay for equal work, regardless of sex Equal Pay Act of 1963 itle Vil of Civil Rights Act of 1964 Prohibits discrimination in employment on the basis of race, color,religion, sex or amended in 1972, 1991, 1994, and national origin created the EEOC to enforce the provisions of Title V Age Discrimination in Employment Prohibits private and public employers from discriminating against people age Act of 1967 (amended in 1986 and40 or older in any area of employment because of age exceptions are permitted 1990 when age is a bona fide occupational qualification Equal Employment Opportunity Act Amended Title VIl of Cvll Rights Act of 1964, strengthens the EEOC'S enforcement of 1972 powers and extends coverage of Title Vil to govermment employees, employees in higher education, and other employers and employees Pregnancy Discrimination Act ofBroadens the definition of sex discrimination to include pregnancy, childbith, 1978 or nelated medical conditions prohibits employers from discriminating against pregnant women in employment benefits if they are capable of performing their job duties Figure 3.2 - Major Laws Affecting Equal Employment Opportunity LAW Americans with Disabilities Act of 1990 (amended in 2008) Prohibits discrimination in employment against people with physical or mental disabilities or the chronically ill; enjoins employers to make reasonable accommodation to the employment needs of the disabled, covers employers with 15 or more employees Civil Rights Act of 199 Provides for compensatory and punitive damages and jury trials in cases involving intentional discriminationc requires employers to demonstrate that job practices ane job-related and consistent with business necessity, extends coverage to US citizens working for US.companies overseas Uniformed Services Employment and Protects the employment rights of individuals who enter the military for short Reemployment Rights Act of 1994 periods of service (amended in 1998, 2004, and 2008 Don't Ask, Dont Tell Repeal Act of Bars discrimination against military personnel based on their sexual orientations 2010

Explanation / Answer

1.Americans with Disabilities Act of 1990 – A great case of violation of this act occurred in 2006 by Target Corporation, a large US retailer. Their existed some problems with the Website of Target Corporation due to which blind people were unable to gain access to it. Owing to this issue, the National Federation of the Blind directed a series of letters towards Target Corporation, making them aware of problems with their website. For a year, the NFB carried out unsuccessful negotiations with the company. Finally, it filed a lawsuit against Target Corporation in 2006.

According to the lawsuit, a large amount of information on the website of Target was not accessible to blind individuals who made use of assistive devices. The lawsuit claimed that this was a violation of the Title III of the Americans with Disabilities Act. As per Title III of the ADA, no discrimination against the mobility impaired is allowed in places of public accommodation. The petition filed by the National Federation of the Blind protested that the website of the retailer didn’t have facilities such as image maps which enables the visually impaired to easily navigate the website. Moreover, there was no way for the blind people to figure out the location of the mouse pointer on the screen at the checkout page.

As far as handling the lawsuit is concerned, Target tried to dismiss the lawsuit on the grounds that the Title III of ADA was applicable only to brick-and-mortar facilities. However, the court ruled that a retailer can be sued if its website is inaccessible to the blind. Finally, a settlement was made in 2008 between both the parties wherein Target agreed to make changes to its website and Target paid a $6 million settlement fund.

2. Pregnancy discrimination act 1978 – A great case of violation of this act is when Rosario Juarez sued AutoZone in 2008. She claimed that after learning about her pregnancy, the company demoted her and ultimately fired her when she filed a lawsuit against the company. Rosario Juarez worked as a store manager at Autozone and she was demoted when she became pregnant.

Initially, Juarez filed a case with one of the administrative bodies – California Department of Fair Employment and Housing. This case was not resolved by the agency. Rather, they issued a right-to-sue and sent the case away.

Finally, the jury at the court alleged that the company had discriminated against the woman and ruled that Autozone will have to pay her $185 million. This included the money that Juarez could have earned had she not been fired and for all the emotional stress caused during months of pregnancy

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