Marginalized Workforce

This brief discussion focuses on laws pertaining to marginalized members of the workforce. Those who are at a disadvantage because of a physical difference or disability putting them towards the fringes of accepted society. In this short essay I’ll examine three laws which were designed to improve the lives of the marginalized working class. I will explain how those three laws have helped me and my colleagues over my working life. Next, I’ll discuss why one of the las has done more for the employees of my organization. Lastly, I’ll describe the actions I would take should an employee under my span of control be accused of some kind of disparate, different, or contrasting treatment from what the law would allow.
Laws to Improve Quality
My span of control covers 580 of those members across two squadrons and a group staff. We come from all walks of life, races, religions, and in a few cases, other countries. I’m not naive enough to think there are not any individuals harboring negative feelings against those of different races, religions, or ethnicities, and the civil rights acts protects them from discrimination. I see more people in my sphere of influence benefiting more from the Family and Medical Leave Act. We have many families every year welcoming new children into their lives who are allowed to take time away from everyday duties to adjust to their new responsibilities. I believe this time provides the best possible foundation for building a cohesive family unit. Not only do they get the time off without it being charge as leave, but they also get paid for the time away from work a well. They’re able to maintain the security of knowing there won’t be any disruption to their lives other than the new baby. For these reasons I believe my Airmen derive more benefit, at the current time, from the Family and Medical Leave Act than the
Some of these cases were founded and some were merely issues where someone’s feelings got hurt and they lashed out against the supervisor. When an issue such as this is brought to my attention, I ask the complainant for some kind of evidence that an infraction took place. Things such as witness statements, documents showing they were treated differently, or victim statements. Without some kind of evidence I can’t take the issue any further up the official chain of command for action. At the same time I also confer with the Equal Employment Office (EEO) to ensure they are made aware of any possible cases of discrimination or sexual harassment. The member can also make a formal complaint to EEO on the installation for an impartial read on the issue who will investigate on their behalf. After I collect any pertinent evidence, I brief the commander on the situation letting them know if EEO is going to take the case or let the commander continue the investigation and take action to correct any infractions. The military system has a very stringent set of steps which need to be taken in the event of a discrimination or sexual harassment