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Although, Rhode cited a perfect example of personal appearance versus employers' preference in the Borgata Casino Hotel case, the issue, however, does not substantiate a complaint about discrimination or an issue of lookism. Also, Rhodes claim does not support an appropriate argument regarding discrimination for three reasons; First of all, Borgata Casino Hotel is a business aimed to entertain customers with a style patron to Las Vegas casinos (Frey 98). Secondly, Borgata Casino Hotel had a legal binding contract with the employees upon acceptance of the job strictly abiding the business physical appearance standard and etiquette (Frey 98). Lastly, Borgata Casino Hotel is located in New Jersey, a state which allows employers to establish workplace appearance, grooming, and dress standards legally (Frey …show more content…
On the contrary, to Rhodes article quoted, “Borgata Babe does not go up in size”. Borgata Casino indeed specifies that an increase of clothing size will constitute to a suspension without pay. Termination will follow if an employee fails to get back to shape within ninety days through the weight reduction program sponsored by the Borgata Casino Hotel (Frey 98). Therefore, with a clear view of the Borgata babes case, Borgata Casino Hotel used “bonafide occupational qualification defense” against the defendants(McDonald). In this matter, they did not violate the law with their straight business appearance and employment preference because the federal legislation does not support workplace appearance complaints. Unlike Rhodes’ claim according to the Borgata Babes, the Borgata Casino Hotel did establish a particular employment standard, showcasing a fashion model and beverage server style that functions as entertainers (Frey 97). Even more, companies are allowed by the federal law to set an appropriate workplace attire suitable to operate their
Today’s job seeker has tough competition. In the textbook reading “Judging by the Cover” by Bonny Gainley, she argues that job seekers ought to be careful when they make personal choices that initially will affect their chances of entering the workplace. People have a need to be accepted by others just the way they are, but many of us were taught as adolescence that we should not judge a book by its cover, yet people judge others solely on their personal appearances. That goes for businesses as well, “[t]he bottom line is that businesses exist to make money. Whether it seems fair or not, generally employers do care about the personal appearances of the people they hire because those people represent the business to its customers” (5). Maybe
After reading the article, “Why 62,000 Abercrombie & Fitch Employees Are Suing The Company,” there were two different problems that were brought to attention regarding Abercrombie & Fitch’s business ethics. The two problems were the mistreatment of their employees, and how their business marketing strategy is not well developed throughout their company. Abercrombie & Fitch is a company that has always been concerned about their image, which leads us to their, “look policy.” A “look policy” is a policy that relates to a certain look every employee has to follow to be eligible to work there. The company is facing a high-profile lawsuit over its, “look policy” (Greenhouse, 2015). Each employee is forced to purchase the company’s clothes to wear to work, each time a new sales guide comes out (Greenhouse, 2015). This is known as compelled purchases, which is a violation of the state’s labor codes (Greenhouse, 2015). They force the “look policy,” way too strong upon their employees, which developed into a huge problem. The company is facing a high-profile lawsuit
In today’s job market, there are many reasons an individual could be turned down for employment. According to Deborah Rhodes, author of “Why looks are the last bastion of discrimination”, appearance should not be one of them. Rhodes is a law professor at Stanford and holder of numerous titles for her outstanding work in legal matters. She is also the author and co-author of over 250 articles (Directory). In this article, she addresses an issue with profound impact on today’s society. She proposes that appearance discrimination should be included in anti-discrimination laws in addition to what is already accepted and legalized in today’s workplace. While it is a seemingly “silly” concern, it is actually quite valid. There has been many a concern over discrimination. That is, discrimination based on race, color, gender, and others of a similar nature in the work environment.
There is evidence that suggests that in the corporate world, academia and military, blacks who maintain their natural hair have experienced some form of discrimination. There have been situations where some students and research assistants have been asked to perm their hair or wear weaves since natural hair is perceived as “unkempt” (Philips). The US Army has also been criticized for what most blacks see as discrimination by imposing hairstyles on black female recruits. These policies deny individuals of their racial identity, personal and political autonomy (Greene). Natural hairstyles like dreadlocks, braids and afro are considered unprofessional and are therefore not allowed and this has become a racial-politico issue (Salem).
Oak-Rite Manufacturing Corp., Brenda Enlow applied for a position with Oak-Rite manufacturing and was denied because all employees were required to wear pants and as a member for the Holiness Church, Brenda’s religious beliefs only allowed to wear long skirts. These skirts could pose a hazard around machinery. The EEOC sued on Ms. Enlows behalf arguing that Oak-Rite should accommodate Ms. Enlow by allowing her to wear reasonably close-fitting denim or canvas skirts. Oak-rite argued that doing so would cause an undue hardship of experimenting with employee’s safety when they had a known dress code that was effective. The court agreed, stating that the employer’s limited duty of accommodation under Title VII does not require an employer to choose between potential Title VII liability on the one hand and potentially increased risk of workplace injuries on the other (FLAKE,
The editorial “A Case of Discrimination” published in the New York Times claims the Supreme Court should rule in favor of Hastings College of Law over the student group Christian Legal Society. The authors state the college has always had a non-discrimination policy that applied to all student groups and required them not to discriminate to receive official recognition from the college. They argue that Christian Legal Society had previously adhered to this policy and then in 2004 began to ask members to sign a statement of faith. Due to this, Hastings College of Law derecognized the student group and they sued claiming a denial of their First Amendment rights. Hastings College of Law wrote their policy to conform to California state law, which makes it illegal for state funded post-secondary educational institutions to discriminate based on religion or sexual orientation. Therefore, Hastings College of Law decided it was illegal for their student groups to discriminate as well. The Ninth Circuit decided in favor of Hastings College of Law declaring their rules viewpoint neutral and reasonable (1). Although the claim appears logical, actual evidence in support of their argument is difficult to find. Thus, their conclusion is probably false, because a decision in favor of Hastings College of Law denies their student groups their First Amendment rights and ignores years of legal precedent.
In early, 2003, the Borgata Hotel and Spa Casino began recruitment in a very tight the tight employment market of Atlantic City. The Borgata was the first hotel to be opened in Atlantic City in over 13 years. (Overman, S. 2004). The purpose of this paper is to identify the challenges at each step of the recruitment process. Point in a strategic plan to attract a large pool from which the best talent can be pulled and ability to receive and screen candidates for an efficient job identification and hiring process that will enable them to candidates that personify the Five F’s - fast, fun, friendly, fresh and focused.
This article shows that people need to respect the diversity in the workplace and employee personalities and work style in many ways. They focus on understanding a various culture. If employer like a particular character, it will bring a risk of litigation and will do less productivity. The article provides the information of State and Federal employment discrimination law and help to handle the complaint of discrimination. I will use this source for my backing warrant for my claim. It shows that training help to reduce discrimination and remove prejudice against women in the workplace.
Everyone will have a least one job in their lifetime, and knowing how to recognize discrimination, so they are able to seek the proper help when needed to is very important. Discrimination in the work place can happen to anyone, and that is why people need to know the laws that protect employees against discrimination, ways employers can prevent discrimination, and the effects of discrimination in the workplace.
Whickson, Jay P. "Workplace Discrimination on Tattoos & Piercings." Small Business - Chron.com. Demand Media. Web. 07 Dec. 2011. .
When it came to innovation for recruiting a large number of highly qualified people in a relatively short amount of time, an Atlantic City organization called Borgata Hotel Casino and Spa notably did. This creative organization faced the requirement to hire at least 5,000 employees, for all positions in order to support a 2002 room casino and resort. They resourcefully came up with a “recruitment campaign that resulted in 30,000 well-qualified job applicants.” They even deployed a “mobile unit that took teams of staffers to the streets of Atlantic City with laptops, bringing applications directly to the public.” Schadler, J. (2004). This was an impressive hybrid idea to me and a great use of today’s technology.
African American and Latinos are most likely to face discrimination in the workplace or in public because of their hair texture, skin color, or other features. They get treated poorly in the workplace and when it comes to deciding who receives the job, the whites are mostly the ones who receives the job, promotion, or other employment benefits. Maybe if you go to a fast food restaurant you might notice that the whites could be the ones taking the order, and if you look closely in the back at the kitchen the African American or the Latinos are the ones working harder and doing the most job but the ones payed less.
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.
Employment discrimination legislation has evolved to include race, disabilities, sexual harassment of either gender, and age. In lieu of this evolution and an increasing trend toward equality for all individuals in the workplace, the time has come for the protective reach of employment discrimination law to cover ugliness. While the proposal may cause titters at first, evidence exists that discrimination based on looks (or physical appearance) occurs in the workplace. An investigation was conducted by ABC’s 20/20 news program in 1994 that sent two men and two women into the workplace to secure the same jobs (Sessions 1). The individuals were coached to act in a similar manner during the interviews and took with them resumes with matching education and experience. The only difference was that one of the men and one of the women was superior in physical attraction to their counterpart. The results demonstrate whether intentional or not, looks discrimination does play a role in the employment process “In five cases out of five, the more attractive woman got the job; in three chances out of three, the more attractive man was hired” (Sessions 1).
Harassment and discrimination claims are due to lack of education about the subject. As an independent human resources consultant, Santiago-Santos will organize a local education campaign and provide employers with different trainings to educate them and their employees about harassment and discrimination. Employers will have a better understanding on how to develop internal policies and procedures to address these claims. Also, trainings will be provided for employees and they will be educated on how to prevent and identify harassment and discrimination as well as what steps to take in order to report such behavior.