David A. Robinson's Workplace Discrimination

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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

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