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Discrimination during the civil rights era
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African American employees of the Dan River Steam Station of Duke Power Company in Draper, North Carolina, in a class action with the class defined as themselves and those (at that time) Negro employees who subsequently may be employed at the Dan River Steam Station and all Negroes who may hereafter seek employment at the station, appeal from a judgment of the district court dismissing their complaint brought under Title VII of the Civil Rights Act of 1964. (SCOTUS) (Duke Power Company will be referred to sometimes as Duke or the company.) The plaintiffs challenge the validity of the company's promotion and transfer system, which involves the use of general intelligence and mechanical ability tests, alleging racial discrimination and denial
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.
The Tucker vs. Walgreen Company was a nationwide known class action case. It fell into the category of race discrimination. This cases was brought to the attention of the law by African Americans who were employed at this retail and pharmacy store. This pledged that they were being discriminated to by the following acts:failure to move up in positions (promotion), dieing them the opportunity to apply for assistant manager and manager, and being assigned to an undesirable store for an extended period of time compared to whites. They filed a class action lawsuit with the demand of compensatory and punitive damages and declaratory and injunctive relief. Along with these demands, the plaintiffs desired class certification for those who have been previously affected by the defendant’s discriminatory acts as well as any who will suffer from them in the future.
Author and historian, Carol Sheriff, completed the award winning book The Artificial River, which chronicles the construction of the Erie Canal from 1817 to 1862, in 1996. In this book, Sheriff writes in a manner that makes the events, changes, and feelings surrounding the Erie Canal’s construction accessible to the general public. Terms she uses within the work are fully explained, and much of her content is first hand information gathered from ordinary people who lived near the Canal. This book covers a range of issues including reform, religious and workers’ rights, the environment, and the market revolution. Sheriff’s primary aim in this piece is to illustrate how the construction of the Erie Canal affected the peoples’ views on these issues.
When I started to reading this book, I do not imagine what it was about .I am an international student, and I have been living in the U.S for a short time , so many of the issues regarding of American history are new for me. The Erie Canal was part of the unknown subjects. It has been interesting to know, and learned that the Americans have had intension of shaping and preserve its history. And great historians, they would give out even the smallest details that helped make this nation what it is today.
Title VII under the Civil Rights Act of 1964 was enacted on July 2nd, 1964 as a mitigation strategy to prohibit any form of discrimination on grounds of a person’s religion, sex, color, race or their national origin. The law was originally meant to solve the problem of discrimination witnessed during voter registration. It was also expected to solve discrimination present at workplaces and schools where there was widespread racial discrimination. However, the law has become an even more relevant tool and has seen to it that hiring and firing processes by many companies are adherent to it.
In 1896 the case of Plessy v. Ferguson occurred and has been viewed by may people, including myself, to be very important in history. Homer Plessy, the plaintiff in this case, was a light skinned black man, who was arrested for violating the Separate Car Act when he entered a car specifically designated for white passengers on the East Louisiana Railroad in New Orleans (Hartman 99). Judge John H. Ferguson was the presiding judge of the Louisiana Criminal District Court. Why was it that states can constitutionally enact legislation to require separate accommodations in interstate commerce based off of a person’s race? This was the issue of the case. The Louisiana Statute under review in Plessy required railway companies carrying passengers in their coaches in that state to provide equal but separate accommodations for the white, and colored races and no persons were permitted to occupy seats in coaches other than the ones assigned to them based on race. If passengers failed to obey these rules...
Title VII of the Civil Rights Act of 1964 has grown over the past few decades to ensure that employees, as well as employers, are protected against all employment discrimination. It is extremely important that both employers and employees know and understand what the law means and how to handle such acts of discrimination. As more amendments are passed into law, employers need to have clear and concise policies to help fight against discrimination.
Separate but Equal doctrine existed long before the Supreme Court accepted it into law, and on multiple occasions it arose as an issue before then. In 1865, southern states passed laws called “Black Codes,” which created restrictions on the freed African Americans in the South. This became the start of legal segregation as juries couldn’t have African Americans, public schools became segregated, and African Americans had restrictions on testifying against majorities. In 1887, Jim Crow Laws started to arise, and segregation becomes rooted into the way of life of southerners (“Timeline”). Then in 1890, Louisiana passed the “Separate Car Act.” This forced rail companies to provide separate rail cars for minorities and majorities. If a minority sat in the wrong car, it cost them $25 or 20 days in jail. Because of this, an enraged group of African American citizens had Homer Plessy, a man who only had one eighth African American heritage, purchase a ticket and sit in a “White only” c...
Mayor Loeb, the racist mayor of Memphis, refused to acknowledge the union that would help black workers (Honey, p. 6). Memphis black workers were forced to live and work squalor conditions. Underpaid black workers were systematically forced into bad jobs with the lowest of wages because the sanitation job was below the white man (At the River I Stand). The sanitation job was reserved for blacks and only hired black people. Black sanitation workers were discriminately forced to work in the field of sanitation because it was one of the few jobs that were open to black workers (At the River I Stand). The city of Memphis management did not want a union to form because it would better the pay and conditions for black workers. Leaving one of society’s worst jobs to black workers is a racial issue and must be tackled as such. But, racial equality and economic equality go hand-in-hand, which is why the Memphis Sanitation Workers’ Strike was both an economic issue and a racial
Institutions in the businesses sector are swarming in racial discrimination, much of which is covert and difficult to detect and prove. Racial discrimination excludes, marginalizes and exploits those citizens who are discriminated against, ceasing any opportunity for economic progress and development. Under certain regulations some businesses are required to diversify their workplace by hiring certain amounts of people of color, but in reality these small quotas do not do much for the overall condition of the people who are being discriminated against. Businesses that fail to take action on racial discrimination tend to have lower levels of productivity. This stems from employees not being interested in working hard, or because people with exceptional talents and skills choose to shy away from certain places of employment due to the fear of racial discrimination. Employees who feel wronged also tend to switch jobs, forcing the organization to spend more time and resources on hiring and training new employees, besides coping with the low productivity of a new employee. (Nayab)The effects of racial discrimination in the American work force could be identified with funded research on the topic. With ample data employers will be able to better understand the negative affects that racial discrimination have
According to Corley, Reed, Shedd, and Morehead, (2001) “the most important statue eliminating discriminatory employment practices, however, is the federal Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act o 1972 and the Civil Rights Act of 1991.” The appropriation section o...
Works Cited Page Affirmative Action: Part 1 Enforcing Equality, " An Affirmative Action Primer", The Virginia Pilot. 1995. Pilot Online. 12, September 1998. Heilman, Madeline. Study: Affirmative Action Hires Abilities Doubted @. Money Magazine, Aug. 31, 1992, 3B. Kahlenberg, Richard D. The Remedy. New York; BasicBooks, 1996. M., Marsha. "Untitled". Tidewater Community College. November, 1998. Roberts, Paul Craig., and Lawrence M. Stratton. The New Color Line. Washington, DC; Regnery Publishing, 1995.
The Civil Rights Act of 1964 was the catalyst in abolishing the separate but equal policies that had been a mainstay in our society. Though racial discrimination was the initial focal point, its enactment affected every race. The Civil Rights Act of 1964 prohibits discrimination in housing, education, employment, public accommodations and the receipt of federal funds based on certain discrimination factors such as race, color, national origin, sex, disability, age or religion. Title VII is the employment segment of the Civil Rights Act and is considered one of the most important aspects of legislation that has helped define the employment law practices in this country. Prior to Title VII, an employer could hire and fire an employee for any given reason. Title VII prohibits discrimination in hiring, firing, training, promotion, discipline or other workplace decisions. (Bennett-Alexander-Hartman, Fourth Edition, pp 85) Though it applies to everyone, its enactment was especially significant to women and minorities, who until its passage had limited recourse in harassment based discriminations in the workplace.
Schipani, C. (2013). Class Action Litigation After Dukes: In Search of a Remedy for Gender Discrimination in Employment. University of Michigan Journal of Law Reform, 46(4), 1249-1277.
A steam turbine's two main parts are the cylinder and the rotor. As the steam passes through the fixed blades or nozzles it expands and its velocity increases. The high-velocity jet of steam strikes the first set of moving blades. The kinetic energy of the steam changes into mechanical energy, causing the shaft to rotate. The steam then enters the next set of fixed blades and strikes the next row of moving blades. As the steam flows through the turbine, its pressure and temperature decreases, while its volume increases. The decrease in pressure and temperature occurs as the steam transmits energy to the shaft and performs work. After passing through the last turbine stage, the steam exhausts into the condenser or process steam system. The kinetic energy of the steam changes into mechanical erringly through the impact (impulse) or reaction of the steam against the blades.