Carol was repeatedly passed over for promotions in favor of male colleagues who had lower performance reviews. She is now 62 years old and states that in recent years the company has been giving her low-prestige and difficult assignments in an effort to get her to resign. She thinks this is because of her age. When she would not resign, she suddenly started getting poor performance reviews and was terminated, despite the fact that for 29 of her years at the company she had been given very high scores for her performance. She also states that the atmosphere at the company was very much a "boy's club," with a lot of joking about the women. With this in mind, the mayor has asked you to put together a short presentation that discusses issues related to discrimination in the workplace:
--Discuss the history of how employment discrimination against women has been perceived in the U.S. from the early twentieth century onwards?
--Are there still inequalities in employment related to gender?
--What federal legislation exists to address different forms of employment discrimination? Give brief explanations of these statutes and discuss the categories that the legislation protects (for example, bans on discrimination based on gender, religion, race, etc.)
--What statutes would Carol be relying on in making her claim?
The information I have provided for you below should give you the ammo you need to put together a presentation that provides an insight to Civil Rights Legislation in the US and the world. The problems you have enumerated have been taken into consideration and are part of your solution. I first decided to introduce what discrimination is while focusing on age discrimination and gender discrimination because these are what the subject, Carol, is being subjected to at work. I have provided an extensive timeline separate from the essay that traces Women's Civil Rights movement from the 19th century to 2006 to give you a chronological picture of the progress and development of in the fight for feminism and equality. I then provided a discussion of discrimination experienced by women in the workplace providing arguments from actual social realities. Then I went on to discuss the case of Carol and what statues she can use in her fight for equality. You will notice that this solution is written in APA-style and referenced within its body. This is so you can correlate to the actual source of the information when you need to expand the ideas given. As for your presentation I can give you the following advice:
1. If it is a PowerPoint format - take the main ideas from this solution. Discuss discrimination concentrating on age & gender. Then present a shortened story on the Civil Rights Movement giving emphasis to the struggle of women for equality. Then go on to discuss the case of Carol as I have done so in the solution. Do not forget to use images. You can download supplemental images from public sources online for this purpose.
2. If it is in the form of actual documents - follow the advice I provided above re: PowerPoint presentation but instead of slides, they will be in actual printed document form. Attach as an offprint the CRM timeline I have included.
Thank you very much for using Brainmass. Attached is a word version of this solution for easy printing. Good luck & Happy Holidays!
Age Discrimination in the Workplace: Definition & Statute
Age discrimination, simply put, is the unfair and marginalizing treatment experienced by employees and those seeking employment aged 40 years & above due, primarily to their age. Like Race, Sex, marital status or religion, age is also a cause of discrimination felt by the elder members of society. Through forms of harassment, subtle or blatant, those experiencing age discrimination feel that they are receiving less favourable treatment despite their productivity, experience and efficiency.
The Equal Opportunity and Employment Commission (EOEC) of the US Department of Labor is tasked to enforce the Age Discrimination Employment Act of 1967 (ADEA), a statute codified as Chapter 14 of Title 29 of the United States Code. It ensures that discrimination does not happen to employees or those seeking employment aged 40 years or older within the US and all its territories & Protectorates. The Age Discrimination in Employment Act of 1967 (ADEA) protects certain applicants and employees 40-65 years of age and older from discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, conditions or privileges of employment (US Department of Labor, 2008). Above that, it also sets the standard from which benefits and pensions for the needs of older workers to ensure that they are looked after. The primer of the Act:
An Act to prohibit age discrimination in employment.
Be it enacted by the Senate and House of Representatives of the United States of America in Congress assembled, that this Act may be cited as the "Age Discrimination in Employment Act of 1967."
- From the US EOEC, 2008 updated
The Act was enacted in 1967 as an answer to the pleas of the marginalized labour/employee sectors aged 40 and up who report intentional firing & increased discrimination in the work place despite their productivity & efficiency in their work primarily due to their age. Their age is seen as a negating factor by employers who are seeking younger replacements in their behalf in the belief that younger employees are either educated with the latest skills & technological know-how or would be better assets to the company due primarily to the years they could potentially give. There are of course other reasons behind age discrimination and they ...
The solution is an analysis of a given simulated situation (see problem), that of age discrimination in a corporate setting. Using legal and social materials, the solution provides a detailed study/analysis of the case to aid th student in putting together a detailed case analysis/case study. A word version is attached for easy printing.
Age Discrimination Case Study: Cable Fixers
Gene Johnson, who worked for Cable Fixers, Inc. for 21 years, was terminated when he was 69 years old and was replaced by a much younger man who Cable Fixers paid a significantly lower salary than it was paying Gene. Gene's only evidence of age discrimination is an email from his manager stating that he (the manager) understood how long Gene had worked for Cable Fixers but that Gene was not doing as good a job as he used to do. Is this enough to establish age discrimination? What elements must Gene show to prove age discrimination? Can Cable Fixers fire an older, higher salaried employee and replace him with a younger lower paid employee?View Full Posting Details