Step 1 Research
Closely review the discrimination laws in Chapter 30 of your textbook paying particular attention to the Civil Rights Act of 1964 and the gender discrimination discussion and do any additional research you believe necessary.
Step 2 Assume and Analyze these Facts
AB Pneumatics, Inc. manufactures hydraulic ram systems for motor vehicle lifts with 100 employees in a facility consisting of two buildings and a parking lot. The buildings are an older, small, administrative office and a large manufacturing plant. The older administrative building houses four male managers and six female clerical employees and contains separate bathrooms for male and female employees. The new manufacturing plant was built six months ago and has 80 male and 10 female employees working there. Plant employees receive two, ten minute work breaks and one 45 minute lunch break per shift. However, the new plant has only one bathroom for male employees only. Female plant employees on break are required to leave the plant facility and walk across an open parking lot to the older administrative building to use the female bathroom located there.
Step 3 Write a Legal Argument
Assume you are a junior attorney working for the EEOC. In a minimum 250-word (double spaced Word document) original paper, summarize the results of your analysis of the facts and law and give your reasoned opinion to your supervisor whether the EEOC should file a lawsuit for gender discrimination against the company and what remedies or relief the EEOC should seek. DO NOT PLAGIARIZE!
Step 3 Save and submit your assignment.
When you have completed the assignment, save a copy for yourself in an easily accessible place and submit a copy to your instructor using the green “Submit Assignment” button. DO NOT WAIT TO THE LAST MINUTE TO SUBMIT AND RISK MISSING THE DEADLINE. BE CERTAIN YOU CLICK THE “SUBMIT” BUTTON AFTER YOUR UPLOAD!
Under Title VII of the Civil Rights Act of 1964, it is illegal for employers with 15 or more employees to discriminate on the basis of race, color, religion, sex, or national origin. Discrimination under Title VII applies to every aspect of the employment process, from job ads to postemployment references, and includes hiring, firing, promoting, placement, wages, benefits, and working conditions of anyone who is in one or more of the so-called protected categories under the statute. Family responsibility discrimination is a violation of Title VII if it involves men and women being treated differently. What does discrimination on the basis of sex mean? In a landmark case that defined this provision of Title VII, the Supreme Court ruled that “gender must be irrelevant to employment decisions.” In ruling in her favor, the Supreme Court held that Title VII forbids sexual stereotyping. The opinion said, “An employer who objects to aggressiveness in women but whose positions require this trait places women in an intolerable and impermissible catch-22: out of a job if they behave aggressively and out of a job if they do not. Title VII lifts women out of this bind.”
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