Just Or Unjust

There are many different types of discrimination when it comes to a potential employee looking for a job whether it be political beliefs, age, race, sex, social class, religious beliefs, or a history of criminal acts. None of these should be used to segregate potential candidates for a job without an even more pressing conflicting ethical issue present at that time, if they are qualified for the position. Some discrimination is even sanctioned by the government creating classes or groups of people to be segregated and discriminated against (For example those with a criminal record). Generally, there are only a few protected classes that are protected from discrimination anything outside of those classes is not considered discrimination by

The intent seems to be that all people should receive equal protections and equal justice under the law. Let’s look at Martin Luther King Jr. and what he says about laws, on whether to decide whether they are just or not (fair). He puts it eloquently and simply.

There are two types of laws: There are just and there are unjust laws. I would agree with

Saint Augustine that ‘An unjust law is no law at all.’

Now what is the difference between the two? How does one determine when a law is just or unjust? A just law is a man- made code that squares with the moral law or the law of God. An unjust law is a code that is out of harmony with the moral law. To put it in the terms of Saint Thomas Aquinas, an unjust law is a human law that is not rooted in eternal and natural law. Any law that uplifts human personality is just. Any law that degrades human personality is unjust. (Bedau 73)

An unjust law is a code that a majority inflicts on a minority that is not binding on itself. This is difference made legal. On the other hand, a just law is a code that a majority compels a minority to follow that it is willing to follow itself. This is sameness made legal. (Bedau

While this is a good step, employers are simply getting rid of the box and checking everyone anyways, before they find out that they may be the best candidate for the position, still leaving the door open for discrimination. For example: “Criminal records searches are used by 93 percent of employers that conduct pre-hire screening. But only 10 percent of employers wait until after making a job offer to ask about criminal history, according to Sterling Talent Solutions.” (Maurer) Some states have made laws to ban the boxes. Further many professions completely omit anyone with a record from obtaining a job or a professional license. Some make sense for a Judge or a police officer. Others don’t make sense like someone that wants to become a nurse but stole something years ago. Or even a construction license if the crime is not related to the profession for which they wish to be a part of. While these would have to be looked at on a case by case basis, some should be outright discrimination and others may make sense to be precluded from a job. The option should be open for people to say they were discriminated against and be able to take action because of it. Because there are only certain protected classes it precludes many from having equal protection under the law or even taking action against it, even if they have been