Eeoc - Equal Employment Opportunity Commission

First, the legal issues, in this case, are The Equal Employment Opportunity Commision filed a sex discrimination lawsuit against the Dial Corporation. The court decided that Dial Corporation did nothing wrong and there were no legal erras on the conclusions or liabilities.

I think that the reason they are different is because the EEOC has a privacy policy where they are not allowed to release certain information about the case. Other news groups on the other hand do not have a privacy policy. They write as much as they know in their articles. The Business Journal wanted the public to know why the lawsuit was filed and what lead up to the lawsuit.

The court case of New York Times vs Sullivan was a case that involved public officials and how they were libeled in the press in the year of nineteen sixty four. L.B. Sullivan was one of three elected commissioners of Alabama. The respondent was L. B. Sullivan was a public official from Alabama and brought a lawsuit against an clergymen, a negro and against a petitioner of the New York Times Company. L.B. Sullivan sued all of these people because he felt that he was libeled in a advertisement of the New York Times. The case had to deal with if the constitutional protections of speech and press limit the states power to award damages for the libel action brought by a public official against the critics of his official conduct.

Weintraub Genshlea & Sproul, Rosemary Kelley, Charles L. Post, and William S. Jue, for Plaintiff Nosrat Khajavi.

It is somewhat surprising that employers continue to violate employment laws dealing with discrimination. One case, Catterson v. Marymount Manhattan College, litigated and settled in 2013, was especially egregious. According to the EEOC (2013), the college had refused,

The Equal Employment Opportunity Commission (EEOC) may take action when an investigation shows that there has been a violation in a person’s civil rights just because of his or her attributes.

The Equal Employment Opportunity Commission (EEOC) receives several charges related to the allegations of retaliation. In view of this, the EEOC has recently issued the final Enforcement Guidance on Retaliation and Related Issues (Guidance) in order to replace 1998 Compliance Manual section related to retaliation. In addition to the Guidance, the EEOC has issued two other documents—a brief Small Business Fact Sheet condensing the key points of the Guidance—and a question-and-answer summarizing the Guidance.

This paper will outline a complaint process and illustrate the civil litigation that could follow if the Equal Employment Opportunity Commission, through mediation and arbitration cannot resolve a charge. The complaint is based on a scenario of an employee, named John. John works for a private sector business and he wishes to lodge a complaint of discrimination against the company he works for. This paper will explain the steps that are taken, from the beginning with the (EEOC), Equal Employment Opportunity Commission. The paper will continue explaining the process by illustrating the civil litigation steps from the state level to the highest level of the United States Supreme Courts.

Yes, this is a direct violation of Equal Pay Act. The EPA states that there should not be pay discrimination based on gender (Fredrickson, 2015). There is clearly pay discrimination toward the female employee. Ms. Julia Kate performance has been outstanding and she is clearly qualified for the position she holds. The organization has recently hired a male making $10,000 more than Ms. Kate without giving her a raise or a reason to the significance in the salary difference. Also, the counseling center recently hired two unlicensed males that start off making the same salary that Ms. Kate makes and she has been employed with the company over six years. Following some of the responsibilities and performances by Kate, it is clear that she has

EEOC guidelines now place great emphasis on legal consequences for discrimination, harassment, or retaliation by employers based on affiliation or association

From 1950 to 1960, women made 59 to 64 cents for every dollar a man made when performing the same job. In 1963, the government established the Equal Pay Act, which began to shrink the wage gap at a near constant rate of about half a penny per year. The Equal Pay Act also made it illegal to pay women lower rates for the same job strictly based on gender, although many companies found ways around this requirement by citing other reasons for their tendencies to pay women less. Following the enactment of the Equal Pay Act, women made 59% of the wages men earned. In 1970, the U.S. Court of Appeals third circuit heard Schultz v. Wheaton Glass Co. The Court of Appeals ruled that in order to fall under the Equal Pay Act, jobs did not need to

It is not my recommendation that ABC wait for the EEOC to perform investigation and file suit against the company. In recent history these proceedings become public affairs and will reflect poorly on ABC and its management regardless of the court’s ruling. ABC’s management should begin mediation with David to prevent suit being filed with the goal of settlement outside of court with ABC’s remedial options including:

This act is much like the ADA, the only difference is that the Rehabilitation Act is that it focuses on the federal government. “The Rehabilitation Act of 1973 was the first “rights” legislation to prohibit discrimination against people with disabilities. However, this law applied to programs conducted by Federal agencies, those receiving federal funds, such as colleges participating in federal student loan programs, Federal employment, and employment practices of businesses with federal contracts” (The Rehabilitation Act of 1973, 2011). Section 501 demands affirmative action and bans discrimination in employment by Federal agencies. Section 505 includes steps managing solutions and attorney's expenditures under Section 501 (The Rehabilitation Act of 1973, 2011).

buddy” and trying to protect each other by getting rid of evidence. By the EEOC, a company is

In 2013, 38,539 claims of retaliation were reported to the EEOC, and it was the fifth year in row retaliation exceeded race discrimination as the most commonly reported form of discrimination. (Ho, 2014)