I need help in answering the case question, please answer each case question in

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I need help in answering the case question, please answer each case question in atleast 100 words.. Case 2.1, case 2.2, case 2.3

50 Chapter 2 Discriminatory Conduct Unreasonable provisions can be pre there is disagreement ovesr vented by hard negotiations. Usually the amount of the award and deuage l parties will agree rather than not settle when statement that often prevent mands The wit interview During the int asked. Each and then dis factors used CASE 2.1 Discrimination Exposure You are the human resources manager at Gopher Products, a during this period and none has company that manufactures and distributes home security productivity drop more than 5 products. Gopher employs a regional sales force under the three-year period supervision of a vice-president for sales and 12 regional sales managers. Ben Green, a 55-year old black male is the Personality Inventory (MMPI) as an at only minority regional sales manager employed by the com sales personnel for the past 10 ye pany Green was hired 15 years ago and left another position show that there has been a high core as sales manager with another company to join Gopher. The MMPI test and sales manage company has a nondiscrimination statement and an affirma predicted high performance.) tive action policy in its handbook There is no indication of was adopted and has never taken it seen her Iris any HR repres future tech The company has utilized the Minnesota ars and ih as tee r productivity. (The M The vice-president for sales has approached ing race a hired before te I appl pa st discrimination on the part of the company and er had a discimination complaint or a law indicated that he plans to terminate Green for port company has never suit alleging racial discrimination filed against it mance. He further plans to advance the salesperson wits Over the past three years the productivity of Gren's highest score on the MIMPI to Green's position The f sales force has declined markedly each year. Two years ago scorers on the MMPl currently employed in sales by the company realigned its sales force and repla Green's sales force with a combination of new and experi- enced salespersons. Last year Green was reassigned to a What would you advise? What is the relative esposuce new region with an existing sales force. Despite these a discrimination claim under ADEA and/or Title changes, the productivity of Green's sales force has dropped fically, discuss the extent of the company's potenta 30 percent over the three-year period. No othegional sure under disparate impact or reverse discrimint sales manager has experienced consecutive annual losses decisions by the courts. ced half of pany are all white males Bob J est makin requ stren clim rying sta CASE 2.2 Discrimination in Selection botl pai The ABC University offered an Advanced Technology Organized, efficient, and multifunctional. Internship Program to graduates of a medical bac calaureate program, In 2008, the University graduated 77 stu- dents and there were five positions available (three full time and two part time) in the internship program. Iris was a 2008 graduate of the University and one of 32 applicants who job application, school/program attended, prior applied for the Advanced Technology Program. The positions experience, prior patient care experience, pr were posted on the University's website with the following interview at the medical center, and desire to w qualifications em op as hnology bac-work independently. Requires excellent interpersore skills and demonstrates effective communication Candidates were selected to interview based on bo de or work at the e ical center as demonstrated in their cover letter. Iris was o 20 applicants interviewed for the five oenings t gen Requires a graduate of an accredited medical technol- candidates interviewed also included gradutes ton ogy program. Technologist preferred. ience preferred. years as well as graduates from other outside progral

Explanation / Answer

Case 2.1.

I would advise the Vice president to terminate the Green. The company performance is important as the company has never indulged in the discrimination process.

Age Discrimination in Employment Act (ADEA) is the Act serves the purpose to promote employment of older persons. Here the ability of the individual is important rather than their age. In this act age is not defined specifically.

The relative exposure to a discrimination claims under ADEA and/ or title VII are the ability of the individual. This means the performance of the individual in the work is the main important source to be considered. The extent of the company’s potential exposure under disparate impact or reserve discrimination decision by the court is that the company decision of appointing the one of the White people among all the White persons according to MMPI. This fact evidence has to be presented before the court by the company. This proves the discrimination policy of the company.

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