LGS 200 chapter 22 lecture notes
LGS 200 chapter 22 lecture notes LGS 200 - 008
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LGS 200 - 008
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This 2 page Class Notes was uploaded by Conner Jones on Thursday April 14, 2016. The Class Notes belongs to LGS 200 - 008 at University of Alabama - Tuscaloosa taught by Charlye S. Adams in Summer 2015. Since its upload, it has received 19 views. For similar materials see Legal Environment of Business in Law and Legal Studies at University of Alabama - Tuscaloosa.
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Date Created: 04/14/16
Chapter 22: Employment Discrimination Title VII of the Civil Rights Act of 1964 Prohibits discrimination in employment on the basis of race, sex, color, religion, and national origin Applies to employers with 15+ employees “right to sue letter” is when title sue doesn’t think there is sufficient evidence to sue employer but you can go out on your own and sue employer types of discrimination o intentional discrimination qualified for job applied for, rejected by employer, employer sought other applicants o unintentional discrimination occurs when protected group is adversely affected by an employer’s practices, procedures, etc. discrimination based on color, race, national origin is prohibited under Title VII reverse discrimination (discrimination against majority group) based on color, race, national origin is prohibited discrimination based on religion must be “sincerely held” practices discrimination based on gender is prohibited under Title VII unless gender is essential to job constructive discharge – employer makes working conditions so bad that you want to quit sexual harassment o quid pro quo – sexual favors are demanded in return for job opportunities, promotions, salary, increases or other tangible benefits o hostile work environment – workplace is permeated with discriminatory intimidation, ridicule, insult so severe to alter the conditions of the victim’s employment and create an abusive working environment discrimination based on age (ADEA) protects people over 40 from workplace discrimination that favors younger workers discrimination based on disability the Americans with Disability Act (ADA) requires “reasonable accommodations” to employees with disability but are otherwise qualified to do job defenses to employment discrimination business necessity – requires employer to demonstrate a job qualification is reasonably necessary to employer’s business bona fide occupational qualification – requires employer to show a particular skill is necessary for a job seniority systems – conditions distributions of job benefits based on amount of time one has worked for the employer after acquired evidence – evidence comes to light after they filed a suit against you
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