to fact-finding trip to another store, an older her unless she \"socialized\" wi
ID: 385240 • Letter: T
Question
to fact-finding trip to another store, an older her unless she "socialized" with him after hours. And during a CHAPTER 2 .EQUAL OPPORTUNITY AND THE LAW 61 2-22. How shouid Jennifer and her company address the plained of the -he was 73 years fact that although he had almost 50 years of gent harassment problems of age discrimination? ployees, is her c experience, he was paid less than people half his age in the same job. and problems? 2-23. How should she and her company address the possible 2-24. Given the fact that each of its stores has only a handful of em- 2-25. And finally, aside from the specific problems, what other Jennifer's review of the stores resulted in the following questions. Questions company covered by equal rights legislation? 2-21. Is it true, as Jack Carter claims, that "virtually all our workers are women or minority members anyway, so no one can come in here and accuse us of being discriminatory" t matters (application forms, training personnel m and so on) have to be reviewed given the need to bring them into compliance with equal rights laws? an y ManagementLab to mymanagementlab.com for Auto-graded writing questions as well as the following sisted-graded writing questions: 26. Explain the main features of Title VII, the Equal Pay Act, the Pregnancy tion Act, the Americans with Disabilities Act, and the Civil RightsExplanation / Answer
Answer 1:- This fact is not holding as any employee can be the victim of discrimination at any point in time. During taking the interview of the candidates, the questions were asked which can be categorized as discriminatory. For example, the female candidates were asked about the children, who would be responsible for their care while the females are on their job. These kinds of questions were not raised to the male employees applying for the similar job opening. Another example can be seen when minority candidates were asked about their previous arrests and records while these questions were not asked of white candidates. The organization can have serious charges on account of discriminating as they asked different questions from different candidates.
Answer 2:- First of all, there must be noting and documenting of all the complaints which were raised against her. Once this is done, some kinds of investigations must be conducted to look for the incidents of sexual harassment in the organization. There can be some events which can be treated wrongly by the individuals and thus a proper investigation is mandatory. If the incidents of sexual harassment are found, these issues must be addressed and reported immediately.
Answer 3:- All the pays of the employees would be reviewed and it will throw a clear light on the charges that the older employees are facing the discrimination when it comes to compensation. If a huge difference in the payment is observed, there must be a prompt alternation in the payments to the old employees and they must be given normal payments as past. These adjustments must be made promptly as it will reduce the chances of any charges.
Answer 4:- Yes, EEOC directs that there must be the counting of all the employees working in a firm if the number of manpower employed in the organization is huge. There are various other methods of coverage under the equal rights legislation. For example, the EEO or state laws can be used.
Related Questions
Navigate
Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.