David A. Robinson's Employment Discrimination Law
David A. Robinson does an excellent job of explaining discrimination in the work force. In the introduction David A. Robinson gives us the acronym REGARDS and it stands for race, ethnicity, gender, age, religion, disability, and sexual orientation. (Page2) In his introduction he explains very well what he will discuss in the book. He also simplifies the Employment Discrimination Law with 3 characteristic points. “1) The person cannot change (or would have considerable difficulty changing), 2) do not affect the person’s job performance, and 3) some employers dislike.” (Page 5) For a short book he does a great job in the introduction telling you the things he will discuss in the book. One of the negative things I seen in the introduction was
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This means you should not discriminate between male or female. If you have two applicants applying for the same job and one is male and the other is female you should not assume one is better than the other. For example if you have a job that requires some heave lifting do not think that the female is not qualified for the job just because you think the male is stronger. Just like with race and ethnicity discrimination you should also hire equal amounts of females as you do males. It is a great way to be diverse. One statement I really do like in this book is “try to pretend that all your workers are the same gender: the “worker” gender.”(Page 29) Robinson also backs up his statement by explain “The law says you should treat women and men the same in the workplace”. (Page 29) He also goes on in this chapter to discuss a controversial topic with women play professional sport such as in the National Basketball Association, National Football League, and Major League Baseball. It is not because they are discriminated against it is because they are not good enough to play. With this topic I would have combined his chapter 3 which talks about sexual harassment. The reason being is because if you are going to talk about male and female in the workforce you should just go on and discuss that there is certain things you can say or do to your employees. Simply if you are an employer and you decide to have a relationship with another worker …show more content…
Robinson writes several pages on this topic and I find it very confusing so I am just going to quote a few things I found very interesting. One of the first things he says that I agree with is “Therefore, the analysis in a disability discrimination case is often more complicated than it is in a race, age, gender, and religion discrimination case.”(Page 52) He also explains this discrimination differently than all the others in just one sentence. Robinson says “In other words, disability discrimination law protects people who can do the job.” (Page 53) This is very significant in the workplace because no one can take advantage of this discrimination and think they will be able to sue maybe just because they want to be lazy. He also backs this up by saying “Disabled employees can be held to the same standard as abled
This means you should not discriminate between male or female. If you have two applicants applying for the same job and one is male and the other is female you should not assume one is better than the other. For example if you have a job that requires some heave lifting do not think that the female is not qualified for the job just because you think the male is stronger. Just like with race and ethnicity discrimination you should also hire equal amounts of females as you do males. It is a great way to be diverse. One statement I really do like in this book is “try to pretend that all your workers are the same gender: the “worker” gender.”(Page 29) Robinson also backs up his statement by explain “The law says you should treat women and men the same in the workplace”. (Page 29) He also goes on in this chapter to discuss a controversial topic with women play professional sport such as in the National Basketball Association, National Football League, and Major League Baseball. It is not because they are discriminated against it is because they are not good enough to play. With this topic I would have combined his chapter 3 which talks about sexual harassment. The reason being is because if you are going to talk about male and female in the workforce you should just go on and discuss that there is certain things you can say or do to your employees. Simply if you are an employer and you decide to have a relationship with another worker …show more content…
Robinson writes several pages on this topic and I find it very confusing so I am just going to quote a few things I found very interesting. One of the first things he says that I agree with is “Therefore, the analysis in a disability discrimination case is often more complicated than it is in a race, age, gender, and religion discrimination case.”(Page 52) He also explains this discrimination differently than all the others in just one sentence. Robinson says “In other words, disability discrimination law protects people who can do the job.” (Page 53) This is very significant in the workplace because no one can take advantage of this discrimination and think they will be able to sue maybe just because they want to be lazy. He also backs this up by saying “Disabled employees can be held to the same standard as abled