Employment_Law_Part_2 - Employment Law (Part II) CHAPTER...

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Employment Law (Part II) C HAPTER  O UTLINE I. TITLE VII OF THE CIVIL RIGHTS ACT OF 1964 Prohibits  employment  discrimination  against  employees,  applicants,  and  union  members  on  the  basis  of  race, color, national origin, religion, and  gender. A. W HO  I S  S UBJECT   TO  T ITLE  VII? Employers  with  fifteen  or more  employees,  labor  unions  with  fifteen  or more  members,  labor  unions   that operate hiring halls, employment  agencies, and  federal, state, and  local agencies. B. P ROCEDURES   UNDER  T ITLE  VII (1) A victim  files a claim  with  the Equal Employment  Opportunity  Commission  (EEOC); (2) the EEOC  investigates  and  seeks  a voluntary  settlement;  (3) if no  settlement  is reached,  the  EEOC may  sue  the   employer; (4) if the EEOC chooses not to sue, the victim may file a lawsuit. C. I NTENTIONAL   AND  U NINTENTIONAL  D ISCRIMINATION Title VII prohibits both intentional and  unintentional discrimination. 1. Disparate-Treatment Discrimination This is intentional discrimination  by an employer against an employee. a. Prima Facie  Case—Plaintiff’s Side of the Case Plaintiff must  show  (1) he or she is a member  of a protected  class, (2) he or she applied  and  was   qualified  for the job, (3) he or she was  rejected  by the employer, (4) the employer  continued  to  seek applicants or filled the job with a person  not in a protected  class. b. Defense—Employer’s Side of the Case Employer must  articulate a legal reason  for not hiring the plaintiff. To prevail, the plaintiff must   show  that  the  employer’s  reason  is  a  pretext  and  that  discriminatory  intent  motivated  the  decision. 2. Disparate-Impact Discrimination a. Types of Disparate-Impact Discrimination Disparate-impact discrimination  results if, because of a requirement  or hiring practice— 1) an  employer’s work  force does  not  reflect the  percentage  of members  of protected  classes  that characterizes qualified individuals in the local labor market, or 2) members of protected  class are excluded  from employer’s work force at substantially higher   rate  than  nonmembers  (under  EEOC’s “four-fifths  rule,”  selection  rate  for protected  class  must  be at least 80 percent of rate for group  with the highest rate). 1
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b. Prima Facie  Case—Plaintiff’s Side of the Case Plaintiff must  show  a connection between  a requirement  or practice and  a disparity; no evidence   of discriminatory  intent is needed. D.
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This note was uploaded on 03/30/2008 for the course B A 241 taught by Professor Hippo,charlesway during the Fall '08 term at Pennsylvania State University, University Park.

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Employment_Law_Part_2 - Employment Law (Part II) CHAPTER...

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