Employment Law And Sexual Discrimination

1404 words - 6 pages

Discrimination any situation in which a group or individual is treated unfavorably based on prejudice, usually against their membership of a socially distinct group or category. Such categories include ethnicity, sex, sexual orientation, religion, socio-economic status, age, and disability. Discrimination applying to the equal availability of employment opportunities, housing, and goods and services is widely legislated against.Racial Discrimination, treatment of individuals unfavorably compared to others on the grounds of their race. The right not to be discriminated against is enshrined in several international conventions on human rights, and in many national constitutions. A person ...view middle of the document...

If anyone feels that they are being treated differently because of their religion they are allowed to take the company to court under the Civil acts rights of 1964.Age Discrimination in Employment' refers to ANY age. Young or old, people can be discriminated against because of their age. Though acknowledging the above, ADE is a campaigning group for the older worker. Age discrimination itself is by no means a simple issue. It is a much larger and more complicated issue than say sex or race, as it will probably affect all of us many times throughout our lifetimes. The aspect of age discrimination that is focused on is 'age discrimination in employment' which targets the most dangerous aspects of employers' prejudices.The issue of sexual harassment has been prevalent throughout this country from the office of the President of the United States, throughout military services and among educational institutions. Under Title VII of the Civil Rights Act of 1964, sexual harassment is a form of discrimination and although it is an offense committed by both females and males in assorted measures, it is predominately committed by males against females.Sexual harassment may occur in a variety of circumstances, including but not limited to the following:· The victim as well as the harasser may be man or woman. The victim does not have to be of the opposite sex.· The harasser can be the victim's supervisor, an agent of the employer, and a supervisor in another area, a co-worker, or a non-employee.· The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.· Unlawful sexual harassment may occur without economic injury to or discharge of the victim.· The harasser's conduct must be unwelcome" (Facts About Sexual Harassment, 1997 & 2000).Types of Sexual Harassment & Related CasesFederal law recognizes two different forms of claiming sexual harassment under Title VII. The first is quid pro quo. Under the quid pro quo form of harassment, a person in authority, usually a supervisor demands sexual favors of a subordinate as a condition of getting or keeping a job benefit. EEOC guidelines define sexual harassment generally as "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature" (www.eeoc.gov). In quid pro quo cases, the offense is directly linked to an individual's terms of employment or forms the basis for employment decisions affecting the individual. Usually, such cases are easy to recognize the first sexual harassment lawsuit under Title VII was decided on quid pro quo grounds. When such harassment occurs, the subordinate has the legal right to take the employer to court.There are some cases where quid pro quo harassment does not exist. Many sexual harassment victims are never threatened with termination or lack of advancement. Rather victims can suffer repeated abuse, which...


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