Discrimination In The Workplace
Abstract
The Equal Employment Opportunity Commission has set in place laws that protect employees from any kind of discrimination. Employees of companies with at least 15 employees are covered by the laws. Employers discriminate against employees all the time, so times they may not even realize it. But whether it is intentional or unintentional it is still illegal. It is the responsibility of the employer to know what they legally can and can’t do when it comes to their employees. It is also up to the employee to know and understand their all rights. In this paper I will discuss the types of discrimination laws that are in place and I will give examples of employee discrimination cases for some of the types.
According to the Equal …show more content…
This can happen between people of the same ethnicities and races or between people of different races or ethnicities. Race discrimination is described as discrimination because of characteristics like hair texture, facial features, skin color, and/or a condition that effect one race more than others unless it is job related and necessary for business. In Mitten v. Lockheed-Martin Corporation, A white supervisor was terminated for forwarding an email that he had received. The email was a racial one titled “Why There Are No Black NASCAR Drivers.” The email had a number of derogatory stereotypes of blacks. The company said they fired the supervisor because he violated their anti-harassment and improper computer use policies. Mitten sued on the basis that the discharge was racially discriminatory. Within the months leading up to his termination, there were several black employees that had been forwarding an email titled “How to Dance Like a White Guy!” This email had derogatory stereotypes of white men. These employees however, were only suspended for their …show more content…
The law protects people with sincere ethical, moral, and/or religious beliefs as well as people who believe in traditional and organized religion. In 2011 Abercrombie & Fitch were sued by the EEOC and 19 year old Umme-Hani Khan. Khan worked at a Hollister store (which is Abercrombie & Fitch brand that targets teenagers) in the stock room in 2009. Initially she was asked to hijab’s in Hollister colors, and she agreed to do so. Then, in mid-February 2010 the store threatened to remove her from the schedule unless she stopped wearing the hijab while at work. They said that it violated the companies “Look Policy”. The fired Khan February 23rd for refusing to take off the hijab, which her religious beliefs required her to wear. Abercrombie claimed that their look policy was the heart of their business model and allowing deviation from the policy would threaten the company’s success. The courts dismissed that argument stating that Abercrombie only offered unsubstantiated declarations and testimony. The courts ruled in favor of EEOC and Khan because Abercrombie neglected to provide accommodations for Kahn’s religious
The Equal Employment Opportunity Commission has set in place laws that protect employees from any kind of discrimination. Employees of companies with at least 15 employees are covered by the laws. Employers discriminate against employees all the time, so times they may not even realize it. But whether it is intentional or unintentional it is still illegal. It is the responsibility of the employer to know what they legally can and can’t do when it comes to their employees. It is also up to the employee to know and understand their all rights. In this paper I will discuss the types of discrimination laws that are in place and I will give examples of employee discrimination cases for some of the types.
According to the Equal …show more content…
This can happen between people of the same ethnicities and races or between people of different races or ethnicities. Race discrimination is described as discrimination because of characteristics like hair texture, facial features, skin color, and/or a condition that effect one race more than others unless it is job related and necessary for business. In Mitten v. Lockheed-Martin Corporation, A white supervisor was terminated for forwarding an email that he had received. The email was a racial one titled “Why There Are No Black NASCAR Drivers.” The email had a number of derogatory stereotypes of blacks. The company said they fired the supervisor because he violated their anti-harassment and improper computer use policies. Mitten sued on the basis that the discharge was racially discriminatory. Within the months leading up to his termination, there were several black employees that had been forwarding an email titled “How to Dance Like a White Guy!” This email had derogatory stereotypes of white men. These employees however, were only suspended for their …show more content…
The law protects people with sincere ethical, moral, and/or religious beliefs as well as people who believe in traditional and organized religion. In 2011 Abercrombie & Fitch were sued by the EEOC and 19 year old Umme-Hani Khan. Khan worked at a Hollister store (which is Abercrombie & Fitch brand that targets teenagers) in the stock room in 2009. Initially she was asked to hijab’s in Hollister colors, and she agreed to do so. Then, in mid-February 2010 the store threatened to remove her from the schedule unless she stopped wearing the hijab while at work. They said that it violated the companies “Look Policy”. The fired Khan February 23rd for refusing to take off the hijab, which her religious beliefs required her to wear. Abercrombie claimed that their look policy was the heart of their business model and allowing deviation from the policy would threaten the company’s success. The courts dismissed that argument stating that Abercrombie only offered unsubstantiated declarations and testimony. The courts ruled in favor of EEOC and Khan because Abercrombie neglected to provide accommodations for Kahn’s religious