Written Review of David A. Robinson’s Workplace Discrimination Prevention Manual There is no doubt that employment law and laws against discrimination can be a huge confusion for employers. Law is not typically spelled out or straight forward, which makes it scary for employers across the nation. Robinson makes an attempt to dispel this confusion and bring to light laws regarding employment, harassment, and discrimination in this short book, Workplace Discrimination Prevention Manual. I will add that this was a seemingly successful attempt. Robinson lays out a very effective common sense approach to the laws surrounding every area of workplace discrimination. This approach is extremely refreshing considering most employers are not attorneys …show more content…
Robinson also gives insight as how to reduce these damages and fees if an employer were to incur a suit in regards to discrimination. One can see that this list covers most, if not everything, related to laws such as the Civil Rights Act of 1964, Americans with Disabilities Act, Title VII, and any other source of employment law. He even goes as far as to explain sexual orientation discrimination, which is not addressed in any of the laws stated previously. This book is not an anthology of employment law. This book is not in depth, and should not be expected to remedy legal counsel. With that being said, this book delivers a well-rounded and easy to understand approach to employment and discrimination laws that most people should be able to understand. This book should, at very least, give an employer a simple understanding of how to operate a business legally and how to handle instances of harassment within the company. Robinson also throws in some very sound ethical advice regarding racism and sexism. I would recommend all business owners to read this …show more content…
This is still keeping in mind the limitations of writing a short book that one could read two to three hours. One of these areas is the lack of addressing the common issues of sex discrimination such a wage gaps and glass ceilings. The author here depends on the statement that employer typically only get sued by terminated employees. Wage gaps and glass ceilings are a common theme throughout businesses in America and employers need to be able to recognize these occurrences if they are happening within their company. I feel as if these issues are far too common for this text to leave out completely. These issues will surely lead to lawsuits as well, even by employees that are currently employed with their firm. Secondly, Robinson does not explain what a BFOQ, bona fide occupational qualification, even though he mentions and references throughout almost every chapter of this book. Not only is BFOQ not defined, but there are no examples given of how they could be relevant in a legal situation. For someone like me, a future college graduate, BFOQ may be a term that is second nature to me. With that being said, not every employer or manager in the workforce has a college degree. This means that a lot of employers may not understand what a BFOQ is or how they are used. This information would have taken this book to another level of usefulness. A third issue I saw in this text is the lack of what should be
In the article, “On Being the Target of Discrimination”, written by Ralph Ellison, the use of pathos and ethos is used to convey the message of discrimination. As well as imagery to portray segregation in a very different manner. Through description and narration, the author gives the audience an idea of the disparity and differences between races. The purpose of this article is to signify discrimination and not only tell his side of the story, but as well as connecting with the audience in his experiences.
The law prohibits discrimination when it comes to any phase of employing someone, including hiring, firing, getting a raise, getting a promotion and other related stuff.
The recent, dramatic increase in the number of EEOC complaints charging employers with illegal discrimination has forced employers to realize that they are exposed to increasing amounts of liability -- including punitive damages -- for remarks and conduct of their managers and employees. This increased liability reinforces the importance of effectively handling and responding to a charge of discrimination filed with the EEOC. By properly handling the charge at its early stages, an employer can reduce significantly, or possibly eliminate, potential liability.
Bennett-Alexander, Dawn D. & Hartman, Laura P. (2001). Employment Law for Business (3rd ed.). New York: McGraw-Hill Primis Custom Publishing. Downloaded February 4, 2008 from the data base of http://www.eeoc.gov
Sex Discrimination in the American Workplace: Still a Fact of Life. (2000, July 01). Retrieved from National Women's Law Center : www.nwlc.org
In today’s world, the American still has barriers to overcome in the matter of racial equality. Whether it is being passed over for a promotion at the job or being underpaid, some people have to deal with unfair practice that would prevent someone of color or the opposite sex from having equal opportunity at the job. In 2004, Dukes vs. Wal-Mart Stores Incorporation was a civil rights class-action suite that ruled in favor of the women who worked and did not received promotions, pay and certain job assignments. This proves that some corporations ignore the 1964 Civil Rights Act, which protects workers from discrimination based on sex, race, religion or national origin.
Discrimination is known to exist in all workplaces, sometimes it is too subtle to notice, and other times it is exceedingly obvious. It is known that everyone subconsciously discriminates, dependant on their own beliefs and environments that surround them. However, discrimination can be either positive or negative in their results, and sometimes discrimination is a necessary part of life.
Any employee that receives any unfair or unfavorable treatment because of his or her ethnicity or race is a victim of unlawful racial discrimination. This also occurs when specific ...
In an ideal world, every person is treated equally when it comes to getting a job, advancing in his or her career and being treated fairly in the workplace. Unfortunately, discrimination still exists in hiring, firing and promotions; and the diversity of the workforce regrettably can cause hostility in the workplace when individuals do not appreciate and respect the differences among themselves and their co-workers.
Abstract- Racial discrimination happens all the time and most of us are unaware of it. The most common place for this to happen is in the workplace. Now people can be discriminated against because of their race, religion, or any other numerous things. Also, discrimination can occur during the job interview or even after you got the job. This paper will shoe the effects of racial discrimination and how it can be prevented. In addition there are some very important laws that deal specifically with discrimination, like the NAACP or Affirmative Action. These both will be discussed.
Workplace harassment is unwelcome actions that are based on a person’s race, religion, color, and sex, and gender, country of origin, age, ethnicity or disability. The targets of the harassment are people who are usually perceived as “weaker” or “inferior” by the person who is harassing them. Companies and employers can also be guilty of workplace harassment if they utilize discriminatory practices against persons based on ethnicity, country of origin, religion, race, color, age, disability, or sex. These discriminatory practices have been illegal since the passing of the Civil Rights Act of 1964 (Civil Rights Act of 1964), and have been amended to be more inclusive of other people who experience discrimination by the Civil Rights Act of 1991 (The Civil Rights Act of 1991), and most recently, President Obama’s signing of the Lilly Ledbetter Fair Pay Act of 2009 (Stolberg, 2009).
There are many laws protecting employees and employers against harassment and discrimination. Harassment and discrimination constitutes more than just race, color, and religion. However, employees fail to report harassment and discrimination due to the lack of knowledge about their rights. Three of the most important laws e...
In conclusion, there are many rights to the employees’ when it comes down to equal opportunity employment. In this paper you learned of a few different types of discrimination towards employees’ and how different acts protect them in the workforce. It also has shown what rights a person has as an employee in the working environment.
All over the world, we hear about people treating each other prejudicially depending on their background, ethnicity, or sex orientation. Workplaces should be free from all personal biases but unfortunately, we hear about employees being discriminated against, almost, on a daily basis. Workplace discrimination can be described as treating an individual or a group of people differently than others. It also can take more serious and threatening forms such as sexual harassment. It can be expressed in the form of offensive jokes, unwelcomed body contacts, inappropriate gestures, or even direct sexual contact.
Work plays an important role in our daily life, it is considered much more huge part of our personal life. During our daily work we make many relationships throughout our career history. Sometimes these relationships become lasting, and sometimes employment discrimination might happen. This relationships that we thought it last could be cut off by the devastation of claims of discriminatory treatment. Discrimination in the workforce has been an issue since the first people of workers in United States in the present day and as well in the past. Some employees were subjected to a harsh working conditions, verbal abuse, denial of advancement,, and many other injustices. There was also the fact that certain employees were being treated differently than other employees.