Ruben F. Rivera Castro
HRMG 5700 Final Examination
1. Scenario.
Bob would have to demonstrate in court evidence of disparate treatment when hiring because he falls under a protected class stipulated under the Title VII of the Civil Rights Act. Being able to demonstrate its disparate treatment claim, an employee must file the first time sufficient to allow the judge or jury to infer that discrimination was held evidence. This is known as the presentation of a case "prima facie" as it seems at first glance to be discrimination. If the employee can present a prima facie case, then the employer must indicate, non-discriminatory legitimate reason for the decision. Once the employer has a reason, the employee must demonstrate pretext: that the reason …show more content…
In other words, the employee was fired, not hired, promoted or not.
The benefit is still available or was given to someone who is not in the protected class of employee. For example, if an African-American employee claims he was not hired because of his race, who can pass this part of the test, showing whether it was rejected by the position and the employer continues their search for employment or work it was already packed with an employee of a different race.
2. Elements of Support in Claims of Religious Discrimination.
Yes, three elements are need to establish religious discrimination. In order to establish a claim of failure to accommodate religious practice, the plaintiff must prove that:
The claim has to holds sincere religious belief that conflicts with a requirement of employment;
The employer has been informed about the conflict;
The employer took adverse action against the employee for not complying with the requirement of employment in conflict. Once the employee has established these elements, the burden shifts to the employer to show that could not reasonably accommodate the employee without undue hardship.
3. Elements of Support in Claims of Sexual …show more content…
4. Current Status Sexual Orientation under Title VII of the Civil Rights Act.
As part of the EEOC 2013-2016 Strategic Implementation Plan with the objectives "coverage of lesbian, gay, bisexual and transgender people under provisions of Title VII sex discrimination, as applicable," the agency began recording presented information on charges claiming discrimination related to sexual orientation in January 2013, the EEOC received 667 charges raised claims of sexual discrimination related to sexual orientation. By the beginning of fiscal year 2014 (to 30 June 2014), the EEOC received 663 charges raised allegations of sexual discrimination related to sexual orientation.
5. Racial Groups Covered Under Title VII of the Civil Rights Act.
No, discrimination based on race and color is not only targeted for a specific racial group. The EEOC defines color as “pigmentation, complexion, or skin shade or tone”. Even though racial discrimination under Title VII was first implemented to address the racial tension between blacks and whites and the increments in immigration to the U. S. has forced the government to expand their classification or definition of what race and color. Title VII prohibits in general, the following types of discrimination based on
HRMG 5700 Final Examination
1. Scenario.
Bob would have to demonstrate in court evidence of disparate treatment when hiring because he falls under a protected class stipulated under the Title VII of the Civil Rights Act. Being able to demonstrate its disparate treatment claim, an employee must file the first time sufficient to allow the judge or jury to infer that discrimination was held evidence. This is known as the presentation of a case "prima facie" as it seems at first glance to be discrimination. If the employee can present a prima facie case, then the employer must indicate, non-discriminatory legitimate reason for the decision. Once the employer has a reason, the employee must demonstrate pretext: that the reason …show more content…
In other words, the employee was fired, not hired, promoted or not.
The benefit is still available or was given to someone who is not in the protected class of employee. For example, if an African-American employee claims he was not hired because of his race, who can pass this part of the test, showing whether it was rejected by the position and the employer continues their search for employment or work it was already packed with an employee of a different race.
2. Elements of Support in Claims of Religious Discrimination.
Yes, three elements are need to establish religious discrimination. In order to establish a claim of failure to accommodate religious practice, the plaintiff must prove that:
The claim has to holds sincere religious belief that conflicts with a requirement of employment;
The employer has been informed about the conflict;
The employer took adverse action against the employee for not complying with the requirement of employment in conflict. Once the employee has established these elements, the burden shifts to the employer to show that could not reasonably accommodate the employee without undue hardship.
3. Elements of Support in Claims of Sexual …show more content…
4. Current Status Sexual Orientation under Title VII of the Civil Rights Act.
As part of the EEOC 2013-2016 Strategic Implementation Plan with the objectives "coverage of lesbian, gay, bisexual and transgender people under provisions of Title VII sex discrimination, as applicable," the agency began recording presented information on charges claiming discrimination related to sexual orientation in January 2013, the EEOC received 667 charges raised claims of sexual discrimination related to sexual orientation. By the beginning of fiscal year 2014 (to 30 June 2014), the EEOC received 663 charges raised allegations of sexual discrimination related to sexual orientation.
5. Racial Groups Covered Under Title VII of the Civil Rights Act.
No, discrimination based on race and color is not only targeted for a specific racial group. The EEOC defines color as “pigmentation, complexion, or skin shade or tone”. Even though racial discrimination under Title VII was first implemented to address the racial tension between blacks and whites and the increments in immigration to the U. S. has forced the government to expand their classification or definition of what race and color. Title VII prohibits in general, the following types of discrimination based on