Flagrant Violations

Stephanie your discussion response outlines the activity that an employer would do treating a protected class in disparate treatment treating them differently. Based on this explanation it is evident that the protected classes of people should be protected when employers follow different practices that violate their rights. In light, of these facts many of these protected classes are overlooked by companies and the intent of these violations are never identified. The only way for these types of violations to be identified is for better education to permeate the national workforce. Once this is accomplished the areas of concern, the protected classes will be able to bring suit for flagrant violations. In the article, “Race, Employment, and Crime:
The Shifting Landscape of Disparate Impact Discrimination Based on Criminal Convictions” the authors discuss criminal convictions. “by the mid-1970s the courts recognized that in some instances an employer’s criminal conviction policy, which screens out applicants or employees with criminal convictions, may have a disparate impact on members of minority races and be unjustified by a lack of business necessity, and therefore violate Title VII.3” (Loafman, & Little, 2014, p. 251). In conclusion, it will be a better world when human resource teams stop asking applicants about their past prior convictions and stop eliminating protected classes of potential employees. Additionally, all citizens deserve an opportunity to have a good paying job that has benefits.