Laquila Grp Inc Discrimination Case

1. According to this case study, Maalick encountered several different violations of the workplace. He was constantly being harassed by his coworkers, discriminated not only by coworkers but also by his supervisor. He was judged because of his religion, which clearly violates the Treton’s Anti-Discrimination and Harassment Policy. As mentioned in the case study, Maalick was receiving several series of notes from his coworkers, they basically labelled him as a Black witch or wizard because of his choices. It is illegal for employees or employers to discriminate against individual. An example is EEOC v. The Laquila Grp., Inc., No. 1:16-cv-05194 (E.D.N.Y. consent decree approved Dec. 1, 2017).

b. The actions of the other workers definitely represented
The employees also represented discrimination and harassment once they heard the news about the “so-called” religion. They decorated his office with voodoo dolls, witch hats and containers of incense, they even decorated a picture of Africa with strange lettering and symbols. Jenkins also played a role in this when he laughed at the situation.
U.S. Code Title 42, Chapter 21-Civil Rights
Title 42, Chapter 21 of the U.S. Code prohibits discrimination against persons based on age, disability, gender, race, national origin, and religion (among other things) in a number of settings - including education, employment, public accommodations, federal services, and more. Chapter 21 is where a number of federal acts related to civil rights have been codified - including the Civil Rights Act of 1866, Civil Rights Act of 1964, and the Civil Rights of Institutionalized Persons
Dixon should recommend that Clive Jenkins be fired for Miss handling the situation. Mrs. Dixon should make a company statement saying how strong the company is against racism and discrimination and issue a personal apology to Maalick. She should suggest that all employees at Trenton be trained in diversity and harassment in the workplace. She may also suggest that an investigation be launched to find out the culprits in this situation. Mrs. Dixon may choose to fire or reprimand guilty suspects in such cases in the private sector. The EEOC has recently updated and proposed a law to combat harassment in the work place called the “Proposed Enforcement Guidance on Unlawful Harassment”. As noted “When it is issued in final, this PROPOSED sub-regulatory document will supersede Section 615: Harassment, EEOC Compliance Manual, Volume II; Policy Guidance on Current Issues of Sexual Harassment (1990); Policy Guidance on Employer Liability for Sexual Favoritism (1990); Enforcement Guidance on Harris v. Forklift Sys., Inc. (1994); and Enforcement Guidance: Vicarious Employer Liability for Unlawful Harassment by Supervisors (1999). It is intended to communicate the Commission’s position on important legal