Disparate Treatment Violations

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The three laws that I have chosen are Equal Employment Opportunity Commission (EEOC), Age Discrimination in Employment Act (ADEA) and Pregnancy Discrimination Act (PDA). The EEOC was created by Title VII of the Civil Rights Act of 1964 and active in the public enforcement of antidiscrimination laws. The EEOC has help my organization with the aid of discrimination suits pertaining to sexual harassment, race/color, and religion and against false accusations concerning your job. The EEOC had nine mistakes by employers in dealing with them. They are failure to communicate, underestimate ate, no litigation, retaliation, mediation, wait too long, prevaricate, not appropriate and they don’t calibrate. In order to improve employee morale and satisfaction, …show more content…

Disparate treatment is commonly known as outright discrimination. First of all the employee must show or have proof of why he was treated differently than other employees who don’t have the same protected characteristics. When it is a person of protected characteristics, then you are talking about race, color or gender. As an HR manager, to handle a middle manager that has been accused of disparate treatment, I would take an adverse employment action against an employee for a discriminatory reason and later discovers a legitimate reason which it can prove would have led it to take the same action, the employer is still liable for the discrimination, but the relief that the employee can recover may be limited. Also, some investigation as to why, what and when the middle manger was accused of disparate treatment. After all evidence has been collected, you will call a meeting with upper level management to get both sides of the story and from that point you will evaluate to see if the manager is at fault or not. And if the employee that is accused of some type of job that he was trained or qualified for in a particular case and the person was fired or demoted then he would have a valid case of disparate treatment. Take affirmative steps to address inappropriate and or discriminatory behavior in cases of disparate treatment. And then you make sure that you have all the valid information in trying to keep the case from going to the EEOC to file a complaint against the employer and the

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