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Chapter 24 Discrimination in Employment

Chapter 24 Discrimination in Employment. I. When is Discrimination Illegal?. Discrimination - different treatment of individuals. Justified vs. Unjustified a. Unjustified - judged by membership in certain groups, protected classes often minorities

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Chapter 24 Discrimination in Employment

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  1. Chapter 24Discrimination in Employment

  2. I. When is Discrimination Illegal? Discrimination - different treatment of individuals. Justified vs. Unjustified a. Unjustified - judged by membership in certain groups, protected classes often minorities b. Justified - workers fairly judged as dependable, skilled, creative, smart of hard-working usually receive more favorable treatment & opportunities

  3. A. Protected Classes 1. Race & Color 2. Gender 3. Pregnancy/Pregnancy Intention 4. Age 5. Religion 6. Disability 7. National Origin

  4. B. Scope of Protection? “MEN ONLY!” “No black people need apply.” 1. In All Aspects of Employment - hiring, pay, promotions, training, overtime, educational opportunities, travel requirements, shift rotation, fringe layoffs. “Persons between the ages of 16 - 30 years, please.”

  5. B. Scope of Protection 2. Governing Most Employees: a. 15 or more employees & engage in interstate commerce b. Agencies of state gov’t, employment agencies, & labor unions c. Congress can legally discriminate without justification

  6. II. Laws That Prohibit Employment Discrimination? A. Civil Rights Act of 1964 - forbids employers to discriminate in hiring, paying, training, promoting or firing on the basis of race, color, religion, national origin or sex. Affirmative Action Plan - mandated by courts to remedy past discrimination.

  7. II. Laws That Prohibit Employment Discrimination? B. Equal Pay Act of 1963 - women who do the same work as men must be paid at the same rate. C. Age Discrimination in Employment Act of 1967 discrimination against workers over 40 unless for job performance Ex.- firefighter, police =

  8. II. Laws That Prohibit Employment Discrimination? D. Americans with Disabilities Act (ADA) - employers that receive federal funding not to discriminate against qualified handicapped persons E. Pregnancy Discrimination Act - may not fire, refuse to hire or promote, or demote a pregnant women

  9. I. Unequal Treatment Cases A. Unequal Treatment (disparate treatment) - employer treats a member of a protected class less favorably than other employees. Must be intentional! 1. Direct Evidence - intentional & open Example: “No Irish,” “No Jews need apply,” “I am sorry but we have a policy against hiring women in these positions.” Discrimination is admitted, employee only needs to prove that he/she was not hired because in a protected class.

  10. I. Unequal Treatment Cases 2. Indirect Evidence - employer denies any intention to illegally discriminate. 3. Statistics a. person was a member of a protected class b. person applies for the job and was qualified c. person was rejected; and d. employer held the job open and sought other persons with similar qualification

  11. B. Employer’s Defenses 1. Business Necessity Employee’s skills or work history was not hired. Advancing business not unjustified discrimination 2. Bona Fide Occupational Qualification Job requirement that compels discrimination against a protected class. Must be truly essential to the business Ex. - actors, male or female models

  12. B. Employer’s Defenses 3. Seniority - rewards employees based on length of employment rather than merit. Ex. - Union members - pays, promotes, or layoffs based on seniority 4. Pretexts – cover for discrimination

  13. II. Disparate Impact Cases Neutral on its face - makes no reference to a protected class Disparate Impact - policy eliminates more members of protected class than members of the majority Specific Employment Practices - identified that statistically excludes members of a protected class Ex. - HS grad, aptitude test, height/weight tests

  14. II. Disparate Impact Cases A. Statistical Proof of Disparate Impact -percentage in the applicant pool (qualified for job) is statistically higher that the percentage in the workforce group (persons actually in workforce). Causation - linking the challenged practice & the difference in percentage of protected class, must be proven. B. Employer Defenses - challenged practice is justified by business necessity, there is no liability Ex. - weight lifting

  15. III. Sexual Harassment Cases Hey Baby, How about helping me with that report tonight! Your promotion depends on it! 1. Quid Pro Quo – one thing is exchanged for another. 2. Hostile Environment - unwelcome sexual, comments, gestures, or contact that interferes with an employees ability to work. **Employer is strictly liable

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