My answer: Case Study 1-2 Grooming Standards at Southwest Airlines Ramp agents o

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Case Study 1-2 Grooming Standards at Southwest Airlines Ramp agents of Southwest Airlines load and unload baggage from aircraft and also collect baggage from customers as they board the aircraft. The union states that Grievant B, a ramp agent with 13 years of experience, is being discriminated against because management at its Love Field Operation in Dallas, Texas, requires him to wear his long hair tucked beneath a cap, but female ramp agents and male maintenance employees are not required to wear caps. At an arbitration hearing, the company testified that its grooming rules have been enforced on a uniform basis. All male ramp agents have been treated the same, and all female ramp agents have been treated the same. as long as it is not unlawful and as long as differences in grooming standards that do not unreasonably inhibit work opportunities are permissible under Title VII of the 1964 Civil Rights Act. The company also states that the issue of an alleged discrimination with respect to male maintenance employees is beyond the scope of this grievance because a separate labor agreement exists between maintenance employees and the company The company argues that discrimination is permissible Source: Adapted from Southwest Airlines, 97 ARB 3036 (2003)

Explanation / Answer

Synopsis: The contextual investigation is about the approaches and methodology of victimization representatives at Southwest Airlines. According to the union, Grievant B an employee of this association working in the ground support division as a ramp agent and experienced discrimination. The management expects him that he will wear his long hair tucked underneath a best cap and the female ramp specialists and male employees in the maintenance team are not supposed to follow the same rule. it is imperative for a business to set up strategies and methodology that could oblige employees from the different foundation. The organization needs to actualize the approaches deliberately to prep the employees to stay away from such sort of occurrences

Scrutinise the issues:- the main issue under the investigation was in regards to discrimination in prepping norms. As per the law of The Civil Rights Act of 1964, organizations cannot be oppressing a representative or employees as far as any of the factors like locale, race, nationality, or considerably sexual orientation. Thus, an organisation should build up arrangements and systems that hold fast to the particulars of the Civil Rights Act. Also, the requirement of the current policy and procedure in regards to the clothing regulation or in management terms dress code in any organisation should be done with reasonableness. In the particular case, Male ramp agents were required to wear a cap to tuck their hair under a cap particularly long hair, in any case, the male maintenance employees did not have an expected standard to wear a cap and that was against the rule of civil right and creates discrimination

Final Decision of Arbitration: The management of Southwest aircraft ought to win in the mediation and the Civil Right Act is meant to protect the employees as well as the organisation against such kind of issues. At an intervention hearing, the organization affirmed that its prepping rules have been implemented consistently. But, As per the Civil Rights Act of 1964 under title VII prohibits any kind of employees issues in a biased way. The complaint realized by Grievant B was past the extent of the issue, as support workers had an alternate understanding set up with the organization. Subsequently, the organization did not do an unlawful discrimination against Grievant B.

In any case, the organization should instruct its employees with respect to it different policies and procedures and additionally the progressions that may emerge to maintain a strategic distance from any misconception

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