Week 2_ Diss 2

Week 2_ dis 2_ REPLIES

Sonia wrote::

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Title VII of the Civil Rights Act of 1964 is a federal law that prohibits employers from discriminating against employees on the basis of sex, race, color, national origin and religion. It generally applies to employers with 15 or more employees, including federal, state and local governments.

It is always wise to follow the law as it is written and not as one may interpret it to their benefit. When speaking to an employee, it is best to document all and any displinary actions that must be taken. Direct evidence of this discrimination can include verbal or written statements by witnesses that acknowledge the employer treated an employee unfavorably because of his or her national origin. (An example of direct evidence is when a boss says he never promotes employees from a certain ethnic group because of a stereotype.) Employers must avoid these pitfalls.

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Reply 2:

Amand wrote:

Employers can minimize discrimination Liability based on race, color and national origin by adopting strong measures to prevent unhealthy practices that will foster a more welcoming workplace culture. A company can train their managers on the different aspects of the law, especially front- line supervisor because they tend to have direct access to a large population of the workforce. Establish cultural expectations and norms. Creating a work environment that is free of employment discrimination and all forms of harassment and retaliation should be integral in employee job descriptions, the goals in the performance development planning process https://www.thebalancecareers.com/prevent-employment-discrimination-and-lawsuits-1917923. Employees need to enforce and make it clear that employee discrimination, violence, harassment, bullying and retaliation is unacceptable in the workplace. Information is also a great way to educate employs by posting required notices on site, for example on an information board in the break room informing them of minimum wage, ethic hotline, or just employment laws required in the state of employment. Employees should encourage the internal complaint chain to raise concerns before any escalating to an EEOC charge or any other forms of ligation.