Title VII of the Civil Rights Act of 1964
Age Discrimination in Employment Act
Disparate/adverse impact and disparate/adverse treatment
Need help with the following scenario:
Gelato Cheese Company, a major processor of cheese sold throughout the United States, employs one hundred workers at its principal processing plant. The plant is located in Heartland Corners, U.S.A., which has a population that is 50 percent white and 25 percent African American, with the balance Hispanic American, Asian American and others. Gelato requires a high school diploma as a condition of employment for its cleaning crew. Right now, Gelato's entire cleaning crew is white.
Need help integrating my responses to the following questions:
- In Heartland Corners, 75 % of the white population has completed high school, compared with 25% of those in minority groups. How is this information important in considering whether Gelato is in compliance with the Civil Rights Act of 1964?
- In your educated opinion, should Gelato make any policy changes to ensure compliance with Title VII of the Civil Rights Act of 1964? If so, what changes should Gelato make, and why are they necessary?
Need help in my discussion on how Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act may or may not apply, and how the concepts of disparate treatment and adverse impact may or may not apply.© BrainMass Inc. brainmass.com October 25, 2018, 7:25 am ad1c9bdddf
This is a detlailed analysis of disparate treatment with references that indicate the best practices for the Gelato Cheese Company.
The Civil Rights Act of 1964: The Case of the Gelato Cheese Factory
The Civil Rights act of 1964 has had a very broad impact on how employers monitor their hiring practices. The act prohibits discrimination on the basis of race, color, religion, and national origin. The law does not provide companies with a set amount of minorities that must be hired within a company, but if discrimination is deemed responsible for lopsided hiring practices companies can face huge fines for perceived violations. The concern that the Gelato Cheese Company has related to its hiring practices merits concern. There are several areas that must be looked at when determining how Gelato should balance their policies with their needs.
The Hiring Policy of Gelato
First off, one must consider the demographics involved in Gelato's area of operation. Gelato operates in Heartland Corners, a community where 75% of the white population has a high school diploma and only 25% of the minority population has a diploma. This is important to Gelato, because they have a policy that prohibits the hiring of anyone who does not have a high school diploma. Gelato hires for several different job functions related to their industry. Some of the jobs that need to be filled could be considered labor intensive and not necessarily driven by a need for an educated workforce. This being said, Gelato has taken a firm stand that every job at the company should be filled with only those who have earned a ...
This is a 1054 word solution containting two references outlining the Gelato Cheese Company. It oulines the concepts of Disparate treatment, and helps the student understand important questions surrounding the case that need to be answered.
Employment and Labor Law: Disparate treatment or disparate impact.
In today's workplace, it is less common to find overt or blatant examples of racism or sexism than it was 50 years ago. However, discrimination cases continue to be filed, and often these complaints contain the phrases disparate treatment or disparate impact.
Discuss the following:
* What is the difference between disparate treatment and disparate impact as they apply to employment practices?
* What is the relationship between protected classes of people and the concept of disparate impact?
* Provide an example of an employment practice that can be described as having a disparate impact, and include who would be affected by this practice.
* In your opinion, how far has the U.S. workplace come in terms of reducing discrimination in its hiring, promotion, and other employment practices?
* What further changes (if any) would you like to see?
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