Ch14-SG - EqualEmployment Opportunities WHATTHIS CHAPTERISA...

Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
Chapter 14: Equal Employment Opportunities W HAT   THIS  C HAPTER  I S  A BOUT The law  restricts employers  and  unions  from  discriminating  against  workers  on the basis of race, color, re- ligion, national origin, gender, age, or handicap. A class of persons defined  by one or more of these criteria is known   as a  protected class . This chapter outlines these laws. 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. Intentional Discrimination Intentional discrimination  by one employer against another is disparate-treatment  discrimination. a. Prima Facie  Case—Plaintiff’s Side of the Case A 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 An  employer  must  articulate  a legal  reason  for not  hiring  the  plaintiff. To prevail, a plaintiff  must  show  that this reason is a pretext and  discriminatory  intent motivated  the decision. 2. Unintentional Discrimination Unintentional discrimination  is known  as disparate-impact discrimination. a. Types of Unintentional 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 115
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
116 UNIT 4: THE EMPLOYMENT ENVIRONMENT 2) members  of a protected  class are excluded  from  an  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).
Background image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

This note was uploaded on 12/20/2010 for the course BUS 100 taught by Professor Staff during the Fall '09 term at CSU Dominguez Hills.

Page1 / 11

Ch14-SG - EqualEmployment Opportunities WHATTHIS CHAPTERISA...

This preview shows document pages 1 - 3. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online