MGT Study Guide

MGT Study Guide - MGTStudyGuide 23:11 Discrimination

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MGT Study Guide 23:11 Discrimination Limitation or denial of employment opportunity based on or related to the protected  class characteristics of persons Title VII of the Civil Rights Act The ADA Americans with Disabilities Act The ADEA Age Discrimination in Employment Act Types: Disparate Treatment Unequal treatment that is intentional, based on protected class, and results in the  limitation or denial of employment opportunity Based on discriminatory intent—decision maker based their decision in whole, or part,  on a protected class characteristic of the affected employee Pretext Stated reason is “pretextual”—cover up for the trust discriminatory motive Employee believes decision was discriminatory, where employer states it was on  something else Direct Evidence When an employer clearly articulates a discriminatory motive in the context of making  an employment decision Most likely found where the written or spoken statement is clear, comes from someone  involved with making the adverse employment decision, refers specifically to the  individual denied employment opportunity, and is expressed close in time to when the  employment decision was made Mixed Motives Possible for employer to make decision based on discriminatory and lawful grounds Strong evidence exists of both discriminatory and lawful motives affecting an  employment decision, the employer is guilty of discrimination
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Adverse Impact Disproportionate limitation or denial of employment opportunity for some protected class  group that results from the use of a “neutral” requirement or practice that is not “job- related and consistent with business necessity” Focus is on discriminatory effects---ex.) uneccessary weight requirement for handling  UPS packages Failure to Reasonably Accommodate Failing to be flexible and make alternative arrangements to remove obstacles to  becoming employed, performing a job, or enjoying the full benefits of employment for  persons who disabilities or religious beliefs require such flexibility and when doing so  would not impose “undue hardship” on the employer Retaliation Punishing employees for the purpose of discouraging them from seeking to obtain their  rights under antidiscrimination laws or assisting others in doing so Decision is NOT based on employee’s protected class, but rather on employee’s actions Determining Discrimination 1. Did employee suffer a loss or limitation of employment opportunity and if there is a  link appararent between that outcome and the protected class characteristics of the  employee 2. Identify the theory of discrimination that fits the case Economic Realities Test
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This note was uploaded on 01/19/2012 for the course BLS 342 taught by Professor Miller during the Fall '08 term at Miami University.

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MGT Study Guide - MGTStudyGuide 23:11 Discrimination

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