same qualification. In another case‚ a male employee of Vision Quest National in Philadelphia filed a lawsuit alleging sexual discrimination when he was fired after complaining that he had to work nights for the company while women did not. The company had instituted a policy saying women did not have to work the night shift because the company was in a high-crime area; several female employees had threatened to quit if forced to work nights. The company claimed the policy was a bona fide occupational
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resolving workplace disputes. ombudsperson 10 A worker being fired for actions ranging from filing a workers’ compensation claim to reporting safety violations to government agencies is called retaliatory discharge 11 A bona fide occupational qualification allows discrimination to be permissible when a
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to hire an applicant because the employer does not like how the applicant looks. An employer could not reject to hire a candidate based upon these conditions unless the employer could prove that a height or weight requirement was a bona fide occupational qualification for the job. Although certain businesses claim that customers demand or expect a certain image based on the establishment or nature of the business. These expectations often influence an unbalanced playing field for employees and sometimes
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percentage of available women in the labor pool‚ the test still results in fewer women passing it than men. Therefore‚ the test has a disparate impact upon women. The employer’s defense to this suit would be that passing the test is a bona fide occupational qualification (BFOQ). DePeters would argue that the job required manual dexterity and physical strength similar to that which is tested. If they were able to show that passing the test was reasonably necessary to their particular business‚ they may
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organization that outsources noncore business activities to outside companies‚ suppliers‚ specialists‚ or consultants. 11. The only time gender‚ age‚ religion‚ etc. can be used to make employment decisions is when they are considered a bona fide occupational qualification (BFOQ). 12. Disparate treatment and adverse impacts are defined in labor laws issued by the National Labor Relations Board. 13. The hostile work environment form of sexual harassment occurs when employment outcomes such as hiring
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NAME____________________________________CLASS:______________________DATE: MIDTERM MAS 580‚ WINTER 2012 Multiple Choice: 1.) The value‚ skills‚ and capabilities that have a tremendous impact on an organization’s performance but does not show up on its balance sheet are known as: a. Intellectual capital b. Human capital c. Core competencies d. Employee capital 2.) To manager employees in a manner that allows human capital to develop as a source of competitive
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policy fall within the so-called safety exception of the BFOQ‚ which states that an employer may discriminate on the basis of "religion‚ sex‚ or national origin in those certain instances where religion‚ sex‚ or national origin is a bona fide occupational qualification reasonably necessary to the normal operation of that particular business or enterprise"? Answer: No‚ because decisions about the welfare of future children must be left to the parents who conceive‚ bear‚ support‚ and raise them
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1. Caption and Procedural History In the case of Auto Workers V. Johnson Controls‚ the Plaintiffs brought a class action suit against Johnson Control in federal district courts over illegal sex discrimination under Title VII. The district court entered a summary judgment for Johnson Controls. The court of appeals affirmed the district court’s decision‚ leading the plaintiff to then appeal to the U.S. Supreme Court. J. Blackmun delivered the opinion of the court in which Marshall‚ Stevens‚ O’Connor
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1. WEEK 1 Quiz A(n) _____ is a neutral facilitator between employees and managers who assists in resolving workplace disputes complaint team ombudsperson peer-review panel grievance committee 2. The concept of _____ requires an employer not only to produce persuasive evidence of an employee’s liability or negligence‚ but also to provide the employee a fair hearing and to impose a penalty appropriate to the proven offense.
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treat Pollard in the same hostile manner. Pollard was subjected to an obscure amount of office pranks‚ sexual contact such as the spanking. 2D) The defenses to a sexual harassment policy are that of the text which states 1) BFOQ-A bona fide--occupational qualification based on sex‚ religion or national origin that is necessary for the operation of business. 2) Seniority or merit systems-- the systems must apply to all employees‚ divisions cannot be set-up to discriminate against particular races
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