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Employment Discrimination, 2004.
This paper defines ?employment discrimination? and identifies the sections of the society most likely to become its victims.
1,305 words (approx. 5.2 pages), 4 sources, APA, $ 44.95
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Abstract
This paper explains that the most important legislation in connection with employment discrimination is Title VII of the Civil Rights Act of 1964, which clearly states that employers cannot discriminate of sex, color, or race. The author points out that, as long as a person is able and willing to work, he or she cannot be discriminated against, provided their skills match the job for which they have applied. The paper reviews six rules, which should be part of every employment evaluation process: consistency, bias suppression, accuracy, correctability, representativeness, and ethicality.
Table of Contents
Definition: Employment Discrimination
Discrimination on the Basis of Sex
Discrimination on the Basis of Race
Age Discrimination
Discrimination on the Basis of Disability
Rules of Evaluation
From the Paper
"Discrimination on the basis of race is a very old issue and concern. Organizations today try their best to minimize risks of discrimination, on the basis of racial background, but the problem still exists and it plagues our organizational culture in the United States. Racial discrimination is obvious and thus can be easily detected; almost 78 percent of working Americans believe that their employers discriminate on the basis of race. One of my very close friends became victim of reverse discrimination when she was denied a job she deserved on the basis of company?s fixed quota for minorities. While Debra is extremely bright and quite a diligent worker, she was denied an entry level job at JC Penny and instead a black woman, slightly older than herself, got that job simply because the company had a policy of hiring as many black employees in a year as whites."
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Employment Discrimination, 2002.
The historical roots & current status of employment discrimination in America.
3,525 words (approx. 14.1 pages), 13 sources, $ 129.95
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Abstract
This paper examines past immigration and present illegal immigration and how this costs legal American citizens jobs in today's competitive market.
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Employment Discrimination, 2007.
This paper discusses the problem of employment discrimination in professional fields in the U.S.
1,590 words (approx. 6.4 pages), 8 sources, APA, $ 52.95
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Abstract
This paper explains that the hiring practices of the majority of companies continue to be plagued by prejudice and segregation so that minorities including women and the elderly make much less money than white males and have a harder time finding work in professional sectors. The author points out the readily apparent existence of the glass ceiling in many companies, which may allow minorities to advance a certain degree but almost certainly cap their level of advancement to prevent minority employees from getting too powerful. The paper reviews several solutions such as telecommuting, workplace flexibility and educating children that the U.S. society means the same opportunities for all people, independent of their sex, race or age.
From the Paper
"A popular non-government (special interest) group that promotes these days of workplace flexibility is the AARP, or the American Association of Retired Persons. This organization is dedicated to the wellbeing of people over the age of 50 in the United States. This organization pushes for more flexibility in professional fields, leading to a wider range of people that are qualified to pursue professional positions. A large issue in this country is the decline of workplace security in later years - elderly people, especially those with minority backgrounds, have a much harder time getting jobs."
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Employment Discrimination, 2005.
A look at labor laws in the U.S. that are intended to guard against discrimination in the workplace.
1,546 words (approx. 6.2 pages), 3 sources, MLA, $ 50.95
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Abstract
This paper describes some of the laws passed by Congress in order to ensure employees with fair employment opportunities and prohibit discrimination in the workplace. The paper lists the federal laws prohibiting discrimination and explains the various types of discrimination they are intended to guard against.
From the Paper
"Moreover, another type of discrimination is an equal pay and compensation discrimination. The Equal Pay Act of 1963 (EPA) requires that men and women be given equal pay for equal work in the same establishment. The jobs do not have to be identical, but they must be substantially equal. It is job content, not job titles, that determines whether jobs are substantially equal. Specifically, under EPA employers may not pay unequal wages to men and women who perform jobs that require substantially equal skill, effort and responsibility, and that are performed under similar working conditions within the same establishment. According to the statistics, in fiscal year 2002, EEOC received 1,256 charges of compensation discrimination. EEOC resolved 1,182 compensation discrimination charges in year 2002 and recovered $10.3 million in monetary benefits for charging parties and other aggrieved individuals (not including monetary benefits obtained through litigation)."
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Employer Discrimination.
This paper argues that the only criteria on which employees should be judged are their abilities to perform their jobs properly.
860 words (approx. 3.4 pages), 6 sources, MLA, $ 30.95
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Abstract
This paper explains that discrimination remains a serious concern in today's society, which attempts to be politically correct and offer equal opportunity. The author points out that, because of strict laws preventing businesses from discriminating against people based on unfair criteria, employers face a particular dilemma when hiring new employees; sexual orientation, race, gender, and religion are among the issues employers are not allowed to take into account when making hiring decisions. The paper stresses that having a diverse workplace can be a wellspring of creativity, as different people bring their own perspectives, life experiences, and abilities together to form new ideas.
From the Paper
"Many different forms of discrimination occur in businesses. Employers may discriminate against employees or perspective employees because the employee is different from the employer or other employees in some way, such as being of a different ethnicity, religion, or gender. Employers may believe that employees that are of a certain group will discourage customers or attract unwanted clientele, or that bringing an employee into the company that does not fit in with the other employees will cause inter personnel difficulties."
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Age Discrimination in Employment Act of 1967, 2006.
A discussion and analysis of the Age Discrimination in Employment Act (ADEA) that was signed by Congress in 1967 as a method of addressing the arbitrary policies that many industries had in the country relating to older workers.
1,800 words (approx. 7.2 pages), 9 sources, $ 71.95
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Abstract
This paper presents an overview of the Age Discrimination in Employment Act (ADEA), explaining that it specifically relates to workers of age 40 and older, as Congress believed that this was the age when there was the most evidence of age discrimination. The paper explains that the ADEA directly focuses on a number of issues that affect concerns of age discrimination. These issues include the hiring of employees, the promotion of employees, the salaries of employees and the ability of the company to discharge workers. The paper further explains that the Act discusses the publication of materials for workers that relates to their employment and how these publications may have a direct impact on the interpretation of the ADEA in courts.
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Anti-Discrimination Employment Laws, 2004.
The paper describes the potential differences in the application of anti-discrimination employment laws.
1,356 words (approx. 5.4 pages), 2 sources, APA, $ 47.95
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Abstract
The paper explains that the federal and state systems of government may differ in their application of employment laws. The author points out examples of an employment protection that is provided by the state of California, but not by the federal system. The paper discusses anti-discrimination employment laws, in general.
From the Paper
"Martin Jenkins in "Chain Store Age" explains that the Civil Rights Act of ... prohibits discrimination in a broad array of private conduct including public accommodations governmental services and education. Title VII of the Act prohibits employment discrimination based on race, sex, color, religion and national origin. The Act prohibits discrimination against the aforementioned protected classes in the areas of recruitment, hiring, wages, assignment, promotions, benefits, discipline, discharge, layoffs and almost every aspect of employment. In response to challenges in the Courts, ..."
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Henry and Ginzberg's "Racial Discrimination in Employment", 2007.
This paper reviews the methodology of a research project by Frances Henry and Effie Ginzberg entitled "Racial Discrimination in Employment", which asserts that at least in the 1990s, racism was a staple of the Toronto job market.
1,750 words (approx. 7.0 pages), 1 source, MLA, $ 56.95
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Abstract
This paper explains that Frances Henry and Effie Ginzberg's research revealed the apparent bias of the authors as well as their willingness to predicate their research based on their questionable methodology that was only "quasi-experimental" in nature. The author points out his or her critical concern about Henry and Ginzberg's definition of discrimination and whether or not they are being unjustly harsh in their assessment of many common employment practices. The paper relates that, nonetheless, there are strengths in the article such as having black testers and white testers apply for the same position and go to the same place to be interviewed, which makes possible a very good comparative analysis. The authors stresses that these in-person interviews rely upon anecdotal evidence collected at the site by the tester and not upon any independent statistical analysis.
From the Paper
"The problem with having professional actors is that they are obviously not playing themselves; suffice it to say, a case can be made that the in-person testing process was not as authentic as it should have been because thespians were trying to be someone else - as opposed to having ordinary people play themselves in the job interview process without affectation. The biggest problem I see in the decision of Henry and Ginzberg to use professional performers is that professional actors in such a circumstance could "ape" certain mannerisms or employ stereotypical behavior that might in some way distort the outcome of the interview."
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Age Discrimination Employment Act, 2005.
This paper looks at age discrimination as it refers to employment.
1,045 words (approx. 4.2 pages), 5 sources, MLA, $ 36.95
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Abstract
The Age Discrimination Act is enforced by the Civil Rights Center. The combination tries to protect the rights of workers of all ages. This paper defines the Act and gives the criteria for a lawsuit. A case example of age discrimination is also given.
From the Paper
"To successful achieve an age-based termination claim, a plaintiff must show that his/her age was the reason and "had a determinative influence on" the employer's decision to fire him or her. Reeves v. Sanderson Plumbing Products, Inc., 530 U.S. 133, 141, 120 S.Ct. 2097, 2105, 147 L.Ed.2d 105 (2000). (McGovern 2005) To do this an employee will need to produce either direct or indirect evidence of discrimination that meets requirements Justice O'Connor's controlling opinion in Price Waterhouse v. Hopkins, 490 U.S. 228, 109 S.Ct. 1775, 104 L.Ed.2d 268 (1989), or indirect or circumstantial evidence of discrimination that satisfies the familiar three-step framework of McDonnell Douglas Corp. v. Green, 411 U.S. 792, 93 S.Ct. 1817, 36 L.Ed.2d 668 (1973). (Mc Govern 2005)"
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Discrimination in Employment and Business, 2002.
This paper looks at discriminatory practices including bias in hiring, promotion, job assignment, termination, compensation, and various types of harassment, focusing specifically on the United States.
1,415 words (approx. 5.7 pages), 2 sources, MLA, $ 47.95
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Abstract
The following paper is a discussion on the main body of employment discrimination laws, which are composed of federal and state statutes, with a look at some state constitutions which provide additional protection where the employer is a governmental body or the government has taken significant steps to foster the discriminatory practice of the employer. Hypothetical fact patterns are posed where several issues are raised, such as the pay differential between employees.
From the Paper
"The Fifth and Fourteenth Amendments of the United States Constitution limit the power of the federal and state governments to discriminate. The Fifth amendment has an explicit requirement that the federal government not deprive individuals of "life, liberty, or property," without due process of the law. See U.S. Const. amend V. It also contains an implicit guarantee that each person receive equal protection of the laws. The Fourteenth Amendment explicitly prohibits states from violating an individual's rights of due process and equal protection. See U.S. Const. amend XIV. In the employment context the right of equal protection limits the power of the state and federal governments to discriminate in their employment practices by treating employees, former employees, or job applicants unequally because of membership in a group (such as a race or sex)."
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Age Discrimination in Employment, 2004.
This paper discusses the challenge facing older workers and the actions they can take to prove age discrimination.
765 words (approx. 3.1 pages), 2 sources, APA, $ 27.95
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Abstract
This paper explains that older employees and job applicants, who are 40 years of age or older, are protected under the Age Discrimination in Employment Act (ADEA). The author states that claimants can use time-consuming and costly processes of litigation, mediation, or dispute resolution to reach a settlement or decision on their complaints. The paper states that age discrimination claims continue to be the fastest-rising claims with the EEOC because American workers are living and working longer, sometimes into their 70s.
From the Paper
"The EEOC recently settled a major age discrimination suit against Foot Locker. In any discrimination case, the following qualifications must be met: the claimant must be a member of a protected class, adverse employment action has occurred, legitimate reasons exist for the cause of action. When an employee feels that he has been discriminated against, he can file a claim with the EEOC who will investigate. In the case against Foot Locker (who owned Woolworth Inc.), employees 40 years old or over were laid off. But immediatley after these layoffs, younger workers were hired from the outside and filled the vacant positions that were left by the older workers (EEOC)."
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Discrimination And Employment Equity in Canada, 2002.
Presents an historical overview of employment and labor equity in Canada.
2,150 words (approx. 8.6 pages), 7 sources, $ 80.95
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Abstract
This paper examines the history of employment equity. It looks at the essence of employment equity as well as the arguments for or against employment equity. This paper also offers possible solutions to the present system.
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Discrimination at Abercrombie and Finch, 2006.
An analysis of a class action employment discrimination case against clothing retailer, Abercrombie and Finch.
900 words (approx. 3.6 pages), 2 sources, $ 35.95
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Abstract
This essay discusses an employment discrimination claim against clothing retail company, Abercrombie and Finch. The paper answers specific questions about the case, cites the laws that were violated in the case, and analyzes how they were violated.
From the Paper
"One of the most well known allegations of employment discrimination in America in recent years, at least from a young person's perspective, involved the clothing company Abercrombie & Finch which caters to the late teen and twenty-something crowd; apparently the clothing chain prefers this crowd to be white and male. The famous retail clothing outfitter has been in the news several times in the last few years over allegations of discrimination in its hiring practices. Recently the company agreed "to pay nearly $50 million and to institute sweeping changes in its hiring practices to settle a trio of class action race and sex discrimination lawsuits that accused the company of maintaining a "virtually all-white" and predominately male sales force in its 600-plus stores."
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The Laws of Equal Employment, 2004.
An overview of equal employment opportunities and the anti-discrimination laws.
6,338 words (approx. 25.4 pages), 12 sources, MLA, $ 147.95
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Abstract
This paper studies the rules and regulations presented to the people by the area of law that provides anti-discriminatory laws, thereby offering equal employment opportunities to all the people entering and wanting to be the part of the corporate world. The second part of the paper applies this knowledge and the information given in the first part of the paper to a problem or an issue faced in an organizational setting.
Outline
Part One: Equal Employment Opportunity and Anti-Discriminatory Laws
Title VII of the Civil Rights Act of 1964
All About Religious Discrimination
All About Race-Color Discrimination
All About Pregnancy Discrimination
All About National Origin Discrimination
The Age Discrimination in Employment Act of 1967
The Equal Pay Act of 1963 (EPA)
Employment Non-Discrimination Act (ENDA)
Employment Discrimination Against Gays and Lesbians
The Civil Rights Act of 1991
The American With Disabilities Act
Part Two: Review of An Organizational Problem Based on Race/Color Employment Discrimination
From the Paper
"Law offers equal opportunity in employment to all the citizens worldwide with the aid of Equal Employment Opportunity Commission. This is done because the people of the world particularly those that constituted the under privileged lot felt a strong need to speak up their minds and raise their opinions against the discrimination that is prevalent in varied forms at different levels of the society. Thus in order to curb the problem of discrimination in the employment sector, the Equal Employment Opportunity Commission abbreviated as EEOC came into existence under Title VII of the Civil Rights Act of 1964 and started functioning on July 2, 1965 (U.S. EEOC: An Overview, Office of Communications and Legislative Affairs, 1998). Thus, with the aid of the drafting and implementation of several anti-discriminatory laws, the Equal Employment Opportunity Commission provides its citizens with the employment opportunity that strictly forbids discrimination at all grounds and on all basis and in any form."
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Labor Market Discrimination, 2002.
This paper discusses various types of discrimination in the labor market, especially discrimination against women.
2,810 words (approx. 11.2 pages), 11 sources, MLA, $ 83.95
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Abstract
This paper defines discrimination as an insidious factor, which prevents one or more individuals from getting the same treatment, remuneration, and opportunities that others who belong to the same category, with the same qualifications, the same abilities and capabilities get from a business enterprise, whether private or government-owned. The author points out that, in corporate discussions, men have a tendency to interrupt women and to decide on the agenda more than women interrupt men or decide on discussion topics; women?s interruptions are seen as violations of norms of subservient behavior; whereas, men?s interruptions are encouraged. The paper relates that gender discrimination is illegal according to the Title VII of the Civil Rights Act of 1964, as amended, which covers employers with 15 or more full-time or part-time employers and prohibits discrimination in hiring, firing and other conditions of employment on the basis of race, color, religion, sex or national origin.
Table of Contents
Introduction: Types of Discrimination in the Labor Market
Wage Discrimination
Occupational Discrimination
Human Capital Discrimination
Case Study: Discrimination Cases Against Wal-Mart
Gender Discrimination - Definition
How Gender Bias Influences the Wages of Women
Wage Disparity
Illegality of Pay Discrimination
Economic Disparities by Gender, Race, and Ethnicity
Women?s Working Conditions
Glass Ceiling
Sexual harassment
Impact of Gender Discrimination ? Gender and Production Possibilities
Solutions:
Government Acts ? Civil Rights Acts Affirmative Action
Conclusion
From the Paper
"Wal-Mart, the biggest supermarket in the United States has had its fair share of lawsuits involving racial discrimination, sexual harassment, age discrimination and other employment problems. The costliest is a class suit, which, if won by the accusers, could result in Wal-Mart paying hundreds of millions of dollars in damages to some 700,000 women workers. The women hope to be able to ?shatter the largest glass ceiling, at Wal-Mart,? dismantle procedures and practices and allow women workers better options at work."
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