Discrimination In The Workplace

After reading the case, I was able to identify couple of things that are wrong with the Department and how it handles female employees who become pregnant. The first issue that comes to mind is that there is a fear or intimidation for Marina to inform of her pregnancy because of a previous female employees being discharged or demoted around their pregnancies. The second issue that came to mind was the uninformed manager that was unaware that of his behavior and how it violated several discrimination laws. Not only could there have been some EEOC lawsuits filed against the Organization and the Manager Roy for their pregnancy discrimination against an employee based on her current pregnancy by firing or taking any other adverse action against a woman because she is pregnant, without regard to her ability to perform the duties of the job. This in fact is a clear violation of Title VII for stereotype and assumptions discrimination

Not to mention the males making stereotypical comments to Lori as being sensitive because she is a woman. This scenario is serious, Lori could easily file a formal complaint to the EEOC which would put the Organization and HR Manager in would be in trouble it there is not any policies in place. As the HR Manager, there needs to be a comprehensive workplace harassment prevention program developed and implemented. The program should not just involve training because this topic is critical for creating an organizational culture that does not tolerate harassment. An Organization has a responsibility to maintain a workplace that is free of sexual harassment. This not only is a legal obligation, but it also makes a good business sense. If the Organization allows sexual harassment to flourish within the workplace, there could well be a high price to pay in lawsuits, low productivity and poor employee