Task A - National Equal Employment Laws
Three EEO laws that impact JetBlue’s hiring practices are as follows:
Equal Pay Act of 1963, Amended in 1972, which states you can’t pay a woman less than a man if they are doing the same work under the same conditions, and are equally qualified. They passed the bill to rectify the inequity in pay due to the belief man should be paid more than women, even if the woman is equally, or more, qualified than the man. Discrimination Laws
Americans with Disabilities Act (ADA) 1990 and Amendments Act of 2008, prohibits discrimination and guarantees that people with disabilities have the same opportunities as everyone else.
Age Discrimination in Employment Act of 1967, Amended in 1978 and 1986, says you can’t discriminate against anyone age 40 or older and you …show more content…
We also set high performance expectations for crewmembers once they join JetBlue.” ("JetBlue Responsibility Report 2013”) Hiring the right people was JetBlue’s ultimate goal. They not only needed job competency but cultural fit. While this behavioral based interviewing is not a perfect method, they did only let go 20 people their first year.
Task D - Performance Appraisal
Halo/Horn, where supervisor attributes one incident or performance of an employee to all aspects of their performance. For example, if someone only has a few absences and is rated highly, that positive attribute might leak over into all the other categories of work. ,
Leniency, giving an undeserved higher rating on the appraisal. This usually happens when there is a desire to avoid controversy, or when there is a pay increase at stake, but it doesn’t help the employee grow.
Strictness, giving an inordinately negative appraisal to an employee. A supervisor may have higher standards than the company and use them in the appraisal, resulting in lower score. (Mondy,
For the most part the opinion of the court in the Griggs case; held that the burden of establishing an employment requirement’s relationship to the performance of a job lies on the employer (Justia Law, 2017). Also, before Griggs, the employees or applicant had the burden of establishing a discriminatory intent behind an employment requirement (Justia Law, 2017). The Court concluded that the subtle, illegal, purpose of these requirements was a safeguard Duke’s long-standing policy to give job preference to its white employees (Justia Law,
In such a situation a relative rating system can result in problems in that differences between must be found between in order to assemble a rank order. In particular, one manager may have a standard for rating an employee “superior” which is totally different than another. Therefore, the same staff member could receive quite different ratings from different reviewers. An absolute rating system would avoid such a situation since each reviewer would be using objective criteria for the review (Duffy & Webber, 1974).
Betty Dukes, 54-year-old Wal-Mart worker claimed sexual discrimination based on the claim that in spite of working at the store for six years and with positive reviews on her performance, she was denied the necessary training required to advance to a position of higher salary (Toobin, 2011). The court held
Corning Glass Works v. Brennan Corning Glass Works v. Brennan, 417 U.S. 188 (1974) was a gender equality case brought before the Supreme Court on March 25, 1974 (Insidegov.com). It was based on whether or not Corning Glass Works violated the Equal Pay Act by paying its male night shift workers substantially higher wages than its female day shift workers. I found this case interesting because gender equality and the right to equal pay is still an important issue in the business world today. In recent years, the income disparity between men and women has gained more attention, causing researchers to study why it exists.
The Atlantic Shrimp company ought to make changes to improve their policies to ensure that they do not discriminate against potential and existing employees based on race, color, and national origin. The company should take measures to ensure that they do not intentionally or unintentionally place barriers such as the requirement for having a GED or high school diploma to earn a cleaning job. This law is not reflective of the role intended to be filled and may thus qualify to be set as a barrier to entry. The company should consider a more prompt response rate for any discrimination complaints that may arise for having only one ethnic group in a job category. This gesture allows employees to recognize the company as an Equal Opportunity Employer, which is a requirement of the law for any private organization with more than 15 employees (BLR, 2018).
Erica Beckman Duran English 1A 28 October 2015 Affirmative Action In Chapter Seven of Why Are All the Black Kids Sitting Together in the Cafeteria? , Beverly Tatum discusses affirmative action, an action that guarantees equal opportunity to all individuals, regardless of any circumstances (117). Tatum remarks on the history of affirmative action, in which it was introduced to language and our legal system by executive order 11246 by President Lyndon B. Johnson (1965), and obligated federal contractors to “take affirmative action to ensure that applicants are employed, and that employees are treated during employment without regard to their race, religion, sex, or national origin” (116-117).
The Title VII’s disparate-impact provision inhibits employment practices that have the unintentional effect of race discrimination (Walsh, 2016, p.114). Even though Congress enacted Title VII for the main purpose of confronting racial discrimination in the workplace, courts have continued to struggle to appropriately address the prevalence of subtle racial discrimination that burdens minority applicants/employees today (Ritenhouse, 2013). Another legal issue included in this case is North Hudson refusing to implement non-discriminatory hiring procedures that do not disproportionately exclude African-Americans from employment without evidence of business need. The employer also refused to correct the effects of previous discriminatory practices. As an end result of this case, the District Court held that the employer’s business-necessity justification was insufficient and that there were alternative means to achieve the goals stated that were less
On the other hand, Title VII of the Civil Rights Act attempts to remedy the “structural imbalance of the court system” by regulating private employers (Han, Week 3 Lecture, 1/23/17). Title VII uses statutory laws to regulate private employers from discriminating against characteristics like race and sex in the workplace by threatening the profits of these private entities (Han, Week 3 Lecture, 1/23/17). Unfortunately, these Title VII claims face their own barriers in court, making it difficult to use subtle discrimination to prove inequality. The limitations of these approaches are evidenced in cases like Washington v. Davis Sup. Ct. (1976), Griggs v Duke Power Co Sup.
130). The notion of unlawful employment practices encircles those activities which cause an adverse effect on members of a protected class. Certain practices, widely known as ‘disparate treatment’, imply treatment of some employees or candidates in a different way, such as requiring women to pass a driving test prior to applying for a job, but nor requiring men to pass the test when they apply for the same job. It is extremely important to note that practices which make a disparate impact on members of protected classes may be viewed as fair in the eyes of employers, but entail detrimental influence on members of protected classes.
Affirmative action means advancing gradually to eliminate discrimination, to prevent its reversion, and to offer new opportunities that before were repulsed to women and minorities. While recent studies have demonstrate that reverse discrimination is sporadic, sometimes employers use illegal preferences or quotas, usually an unwillingness to prepare an appropriate affirmative action plan or out of ignorance. Former President Johnson confessed “We seek…not just equality as a right and a theory, but equality as a fact and a result.” Griggs v. Duke Power Company case is relevant for this argument. The plaintiff in Griggs’s case argued that the high school diploma and testing requirements discriminated against African-Americans and thus violated Title VII.
Money, it is the most vital and materialistic component of any economic culture that virtually defines an individual; the crux of what brings countries together in unity. How is it, though, that a piece of paper uniting countries, can tear another country to shreds from the inside out. The Equal Pay Act of 1963 is a key point in the history of the U.S. that helped to reveal the “secret” of unfair pay between the sexes, and reassemble the country as a whole once more: though this act is far from perfect, and there is still a great deal of skepticism from numerous people of the women’s party, the Equal Pay Act was instated, and is under the constant act of revision, to create a fairer environment across the nation by bringing attention to an
RESEARCH PAPER Affirmative action is a set of governmental policies which tend to give privileges to minorities who suffered from discrimination in the past by providing them with access to educational and employment opportunities. First nuanced by Franklin Roosevelt with war-related work, Affirmative action only became an executive order (10925) in 1961 under John F. Kennedy to ensure that employees are treated during employment without regard to their race, creed, color or national origin, to which was later on added sex by Lyndon Johnson in 1965 (11246). From that day till now affirmative action has been a controversial issue in America, with some who find it fair and some other who consider it as a reverse discrimination.
An employer must not discriminate during the hiring process, firing process, for promotion, benefits and/or any responsibilities or training (“Age Discrimination,” n.d). The act applies to all state and local governments, employers and facilities who employ at least twenty or more personnel (“Facts About,” 2008). The few circumstances when an employer can discriminate is when age is an absolute “bona fide” requirement for a job, such as a “Vogue” magazine model. Another exception is when an individual was selected over a younger employee solely based on age, regardless of the impact on the younger employee (“Facts About” n.d.). It has successfully protected employees over forty since its enactment and has demonstrated the need for legislation that combats age discrimination in the
We think it’s common sense to say hello to your neighbor, hold the door open for the person behind you, or even sit next to someone in class, but that has not always been the case. At one point in time, civil rights was not for everyone. We all remember the women suffering and the african-americans being segregated, but most forget how hard the disabled community worked to be treated as equals. By utilizing the strategies of previous civil rights movements, the American Disabilities Act (ADA) wanted to extend basic civil rights to the disabled community. It started in 1973 with Section 504 which helped people to recognize that even though there are many different variations, the disabled are a legitimate minority who are subjected to discrimination