peer replies

STUDENT 1:Kyle
This episode of The Office was nothing short of cringe worthy. Some ideas shouldn’t make it to the drawing board let it alone make it into the implementation phase. I wouldn’t even refer to this method as diversity training. Enforcing negative stereotypes isn’t a positive way to train on diversity or help grow a stronger culture of diversity within the work environment. I would tell a co-worker that they would need to scrap the entire idea. Reinforcing negative stereotypes can lead to what happened in the video offending someone and crossing a line that once you have crossed you can’t return from. Now you have the definite possibility of a complaint going to human resources. The case I found interesting was the Bass Pro Settlement. In July 2017 Bass Pro settled a 10.5-million-dollar law suit. The claim is Bass Pro discriminated against African American applicants. From 2007-2010 they also retaliated against employees who stood up for practices they believed to be unlawful. I believe this suit was warranted as it seems Bass Pro had many practices that were coming at the expense of their employees as well as applicants. This a very unfortunate circumstance. This goes against Title VII of the civil rights act. It is fortunate that the EEOC found this instance and Bass Pro had to suffer the consequences. I also wonder how many people are unaware of this lawsuit or the fact that they are even eligible to receive compensation if they were retaliated against or discriminated against during this time period.

STUDENT 2:Justin
When you either are working or own a business, it is very important to make sure that you are following all of the laws against discrimination against anyone with a disability. There have been companies that have fired workers or failed to hire them because either they have the disability or one of their immediate family members that are disabled. There was a case in New Mexico that a temp worker ended up not being offered to be hired on as a full time employee. This worker had a daughter that was disabled. I feel that she had ever right to sue and go after the company because of what is laid out in the American Disabilities Act. This act states that, it is against the law for any type of company or business to not offer equal jobs or benefits to those individuals, or discriminate against those individuals because of a disability of said individuals. This also is in effect of the individuals that it is known to have a family, business, social, or any type of relationship with a disabled individual. The worker would need to be able to prove that she was fired because she had a disabled job. She would need to be able to prove that she was fired because of the fact that she had a disabled daughter that she cared for. This worker, she not only has the responsibility of making sure that her daughter is taken care of, she shouldn’t have to worry about making sure that she either keeps that fact quiet in order to make sure that she is able to get a full time job to be able to support her daughter. Whenever there is a sign or a complaint, There is a group that helps investigate these times of claims. This group is known as the Equal Employment Opportunity Commission. This group has not only the ability, but also the right to investigate disability claims. They can go as far as to help settle charges, but if needed they can file a lawsuit on behalf of the employee that was discriminated against. When you are a business owner, you need to make sure that you are not making decisions on what types of disabilities that one might have, or that one of their family members have. You can be setting yourself up for a lot of problems.
References
U.S. Equal Employment Opportunity COmmission. July 1 2015. New Mexico Orthopaedics
Associates Sued by EEOC For Disability Discrimination. Retrieved from:
https://www.eeoc.gov/eeoc/newsroom/release/7-1-15….
The post peer replies appeared first on Urgent Homeworks.
peer replies was first posted on February 17, 2021 at 1:35 pm.©2019 "Urgent Homeworks". Use of this feed is for personal non-commercial use only. If you are not reading this article in your feed reader, then the site is guilty of copyright infringement. Please contact me at admin@nursingtermpapers.us