EEOC Presentation Paper
EEOC Sues AutoZone for Race Discrimination
Nicole Fredrickson
Soc 315
August 11, 2014
Nancy Cupp
EEOC Sues AutoZone for Race Discrimination
Throughout the United States history, there has been a large amount of discrimination in the workplace and no laws to protect employees. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex and national origin. If an employee feels they have been a victim of employment discrimination they can file a charge or claim with the U.S. Equal Employment Opportunity Commission (EEOC) (Contributors, 2014). EEOC strives to protect employees that are not treated fairly by other employees or companies. After a complaint has been filed with EEOC, they will handle all the claims by following common procedures and follow all rules and regulations to ensure all cases are handled the same.
A Chicago automotive parts retail chain AutoZone, Inc, violated federal laws when it forced a black sales manager to transfer out of a store on the southwest side of Chicago because of his race, then fired him for resisting (EEOC, 2014). The black manager was forced to transfer to a different store because in 2012 AutoZone managers decided to limit the number on non-Hispanic employees working in that particular store. EEOC District Director John Rowe revealed that the employer appeared to believe Hispanic customers that came to the store would prefer to be served by Hispanic employees (EEOC, 2014). It is also illegal for employers to base employment decisions on customer's discriminatory preferences.
AutoZone or any company cannot transfer an employee because of their race and then fire them for not accepting the transfer. AutoZone wanted to transfer the manager to a store that was across town. Customer preference is not an excuse for discrimination, and if the customer is not happy working with certain employees because of their race then, the customers can shop at another location. It is
Nicole Fredrickson
Soc 315
August 11, 2014
Nancy Cupp
EEOC Sues AutoZone for Race Discrimination
Throughout the United States history, there has been a large amount of discrimination in the workplace and no laws to protect employees. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex and national origin. If an employee feels they have been a victim of employment discrimination they can file a charge or claim with the U.S. Equal Employment Opportunity Commission (EEOC) (Contributors, 2014). EEOC strives to protect employees that are not treated fairly by other employees or companies. After a complaint has been filed with EEOC, they will handle all the claims by following common procedures and follow all rules and regulations to ensure all cases are handled the same.
A Chicago automotive parts retail chain AutoZone, Inc, violated federal laws when it forced a black sales manager to transfer out of a store on the southwest side of Chicago because of his race, then fired him for resisting (EEOC, 2014). The black manager was forced to transfer to a different store because in 2012 AutoZone managers decided to limit the number on non-Hispanic employees working in that particular store. EEOC District Director John Rowe revealed that the employer appeared to believe Hispanic customers that came to the store would prefer to be served by Hispanic employees (EEOC, 2014). It is also illegal for employers to base employment decisions on customer's discriminatory preferences.
AutoZone or any company cannot transfer an employee because of their race and then fire them for not accepting the transfer. AutoZone wanted to transfer the manager to a store that was across town. Customer preference is not an excuse for discrimination, and if the customer is not happy working with certain employees because of their race then, the customers can shop at another location. It is