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Disparate treatment vs disparate impact
Examples of case studies of disparate treatment
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Disparate treatment is a form of discrimination that is forbidden by laws in which all employers must comply, including fire and emergency services. Disparate treatment in the workplace is applicable to many functions of the workplace including, discipline, promotions, hiring, firing, benefits, layoffs, and testing (Varone, 2012). The claim of disparate treatment arises when a person or group, “is treated differently because of a prohibited classification” (Varone, 2012, p. 439). In the 2010 case, Lewis v. City of Chicago, six plaintiffs accused the city of disparate treatment following testing for open positions within the Chicago Fire Department (Lewis v. City of Chicago, 2010). The case is based on the argument that the Chicago Fire Department firefighter candidate testing, which was conducted in 1995, followed an unfair process of grouping eligible candidates, therefore discriminating against candidates of African-American decent. The case was heard by the Seventh District Court of Appeals and ultimately appeared before the United States Supreme Court, where Justice Scalia delivered the final verdict in favor of the plaintiffs. The Lewis v. City of Chicago case was filled because the City of Chicago, Illinois, offered a firefighter candidate exam, in which over 26,000 persons applied (Grossman, 2010). The city issued a public announcement following the exam that only candidates which received a minimum score of 89 or above on the test would be considered as well qualified and selected from a lottery pool to continue on in the hiring process for positions with the Chicago Fire Department (Grossman, 2010). Candidates who scored below a 65 were notified that they had failed the exam and would no longer be considered for a positi... ... middle of paper ... ...ervices to ensure that hiring and testing processes are equitable and legal. The Lewis v. City of Chicago case was found in favor of the plaintiffs that may have been an oversight in which the city simply desired to create a manageable hiring list. Illegal classifications and hiring projection errors created a case where a class action group was victims of disparate treatment. Hiring and promotional processes must remain fair and consistent to maintain a positive as well as legal employer. References Grossman, J. L. (2010). Lewis v. City of Chicago: The Supreme Court protects the rights of disparate-impact discrimination plaintiffs. Retrieved from http://writ.news.findlaw.com/grossman/20100608.html Lewis v. City of Chicago, 560 S. Ct. 560 (2010). Varone, J. C. (2012). Legal considerations for fire & emergency services (2nd ed.). Clifton Park, NY: Delmar.
One of the issues in the case EEOC v. Target Corp. is that the EEOC alleged that Target violated the Title VII of the Civil Rights Act of 1964 by engaging in race discrimination against African-American applicants who were interested in management positions. It is argued that Target did not give the opportunity to schedule an interview to plaintiffs, Kalisha White, Ralpheal Edgeston and Cherise Brown-Easley, because of racial discrimination. On the other hand, it argues that Target is in violation of the Act because the company failed to retain and present records that would determine if there was reason to believe that an unlawful practice had been committed.
Hamblett, M. (2004, August 26). 2nd Circuit: Impact of Employer Acts Grounds for Suit: Court rules on disparate impact theory of recovery. New York Law Journal. Retrieved April 4, 2005 from http://www.law.com/jsp/article.jsp?id=1090180422885
The court case of Plessy vs. Ferguson created nationwide controversy in the United States due to the fact that its outcome would ultimately affect every citizen of our country. On Tuesday, June 7th, 1892, Mr. Homer Plessy purchased a first class ticket on the East Louisiana Railroad for a trip from New Orleans to Covington. He then entered a passenger car and took a vacant seat in a coach where white passengers were also sitting. There was another coach assigned to people who weren’t of the white race, but this railroad was a common carrier and was not authorized to discriminate passengers based off of their race. (“Plessy vs. Ferguson, syllabus”).Mr. Plessy was a “Creole of Color”, a person who traces their heritage back to some of the Caribbean, French, and Spanish who settled into Louisiana before it was part of the US (“The Rise and Fall of Jim Crow”). Even though Plessy was only one eighth African American, and could pass for a full white man, still he was threatened to be penalized and ejected from the train if he did not vacate to the non-white coach (“Plessy vs. Ferguson, syllabus). In ...
The merit system standards case is based on Congressman Wally Herger’s comments regarding the United States Department of Agriculture’s (USDA) civil rights program (Reeves, 2006). In an attempt to persuade the House of Representatives that change was necessary, Herger quoted several United States Forest Service job announcements that included language such as “only unqualified applicants may apply” and “only applicants who do not meet Office of Personnel Management (OPM) qualification requirements will be considered” (Reeves, 2006). The This case study analysis will focus on the Forest Service’s unfair practice of actively recruiting and hiring unqualified applicants, the reasons for discontinuing this practice, and the increase in Equal Employment Opportunity Commission (EEOC) complaints due to this practice and suggestions for increasing diversity without compromising the merit system (Reeves, 2006).
With the lawsuits that took place beginning in 1997, involving the University of Michigan, it is clear to see that the process of recruitment is in need of reform. Many problems arose from this lawsuit. A college that is as well known as Michigan, to have such problems as alleged preference to minorities, opened the eyes of many administrative officers at other colleges. The problems that surfaced from that ordeal were clearly brought to the public’s attention.
One of pecks main points throughout the article was how the current hiring process came about. First, he introduces the hiring process before the 1950’s.Prior to the 1950’s company’s tested physical abilities such as testing
Another even more high news case was Ricci v. DeStefano. This landmark case ,most likely lead to Griffin and Low being rewarded as they were, started in 2003 when nineteen firefighters filled a lawsuit against the city of New Haven, Connecticut alleging that the city discriminated against them regarding promotions. Of these firefighters, seventeen are Caucasian and two are Hispanic, had all passed the city test for promotions to management. New Haven officials invalidated the test results because none of the b...
Title VII of the 1964 Civil Rights Act states that it is unlawful for an employer "to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin…" 42 U.S.C. 2000e-2(a)(1). This law was enacted in an effort to set right the wrongs of the past and instill equity in the workplace; yet a new set of wrongs and social injustices have been created. This newly created set of wrongs and injustices are referred to as reverse discrimination. Reverse discrimination is discrimination against a majority class, and is ever increasing in public-sector employment.
In the United States, racial discrimination has a lengthy history, dating back to the biblical period. Racial discrimination is a term used to characterize disruptive or discriminatory behaviors afflicted on a person because of his or her ethnic background. In other words, every t...
Racial discrimination in the labor market cost companies millions each year. Legal costs and a possible loss of development from the exclusion of a qualified employee are among the expenses faced by the company. For example, an employer can force qualified employees out of their positions. This can potentially cost the firm huge profits. Unfair treatment of employees can also lead to re...
I agree with the view that the Uniform Guidelines on Employee Selection Procedures contains numerous statements that can be used as guidelines by firms when undergoing employment selection procedures. The purpose behind these guidelines is to aid the achievement towards gaining equal employment opportunities during selection. “It is designed to help employers comply with federal bans against employment practice that discriminate on the basis of race, color, religion, gender or national and origin”. (Snell, 2013, p. 131). The Federal Agencies introduced these statements do that all companies can follow a standard policy when selecting their employees. This overall aids the nation's aim attaining equality in job opportunities with any discrimination.
...kes members of the society to be unable to understand the differences in culture and race, which could lead them to perceive a conflict with members of the visible minority. A majority of the employment decisions today work at the disadvantage of the members of the minority racial groups. The screening process which employees and applicants undergo is the major form of racial discrimination that has led to such a pattern of racial discrimination at the workplace.
Candidates who applied for the job also need to be considered. By hiring one person, the other candidates have lost out on the potential opportunity. Ethics demand that I should be fair in making my decision and consider every qualified candidate who has applied for the position. Under Federal law, every candidate should have an equal employment opportunity. An employer should not discriminate at any stage of the hiring process from reviewing résumés, to the interview and the final selection of the employee.
economic and financial results, positive organizational perceptions) could come from ethical and fair treatment of candidates.
Selecting the right employee is important for a number of reasons, such as, the employee’s performance, the cost to train and retain the employee, and legal obligations, such as creating and maintaining a diverse workforce. As Greenberg explains, “An organization’s success and competiveness depends on its ability to embrace diversity and realize the benefits” (Greenberg, 2004). Properly selecting the right employee for the job will greatly reduce the time and cost of future