Methods for Handling Employment Discrimination Issues

Introduction

Instances of employment discrimination happens when an employee receives a treatment different from the others because they are in a particular protected class.  These protected classes are race, religion, gender, nationality, disability, age, sexual orientation, past criminal records, and pregnancy. These classes do not mean that one should be treated differently from the others. Example of situations where employees are discriminated is when one is given a harder job because he or she is from a different race from the rest of the employees or when one is given lesser work as a result of gender, ethnicity or beliefs.  This document contains proposed methods which Grinch & Sons can use to handle employment discrimination issues properly.

 Employment discrimination can take place in situations such as; hiring, laying off, loss of benefits, and harassments. When one receives unwelcomed comments about sex due to their gender is another form of discrimination. These different classes are protected under federal laws, state laws and local laws. Employees have the right to file a lawsuit if they are subjected to any form of discrimination.  Title VII of the civil rights Act of 1964 is among the federal laws that protect employees from discrimination, classes under this law include; race, nationality, sex, and religion (Hopkins, 2017).  The company should come up with policies and integrate them into its daily routine. Policies that make employment discrimination impossible.

Policies that include a detailed confidential procedure for reporting cases of discrimination taking place in the organization. Employees should be presented with several methods of how they can report incidents of discrimination to incase, their supervisor is the one discrimination them (Hopkins, 2017). The processes put in place for reporting incidences of employment discrimination should be convenient for every employee.

These policies should leave room for appeal in case the employees are not satisfied with how their complaint was handled (FindLaw’s, n.d). The company can also train its managers on how to implement anti employment discrimination policies since the prevention of employment discrimination is one of their main responsibilities.

For the organization to comply with the Title of 1964. The company should come up with policies that make sure the employees in the classes protected by this law are not discriminated.  The company should ensure that none of their employees is discriminated on because of their race, gender, nationality, their family status, their religion, their physical state such as people with disability (FindLaw’s, n.d). In cases where employees in these classes are discriminated, the company should make sure that the issue is addressed to the employee's satisfaction.  This will ensure that the company complies with federal laws.

For the company to comply with the Equal Pay Act of 1963 & Lily Ledbetter Pay Act of 2009. This law requires that employees are not discriminated in terms of wages and salaries. Employees of both genders performing the same task should be paid equally (FindLaw’s, n.d). For the company to comply with this law, it should put policies in place that ensure that all their employees are paid appropriately regardless of their gender.

In case an employee file a court case against the company based on employment discrimination and the court finds the company guilty of employment discrimination the company should make sure it acts according to the Civil Rights Act of 1991. This act requires that the employee is compensated fully to cover for the monetary damages that the employee incurred in the process (FindLaw’s, n.d).

The organization currently has a strict dress code; therefore, the company can restrict its employees from coming to work in religious grabs.  The organization should also not change the work schedule of other workers to accommodate religious holidays of its employees. Policies on this should be flexible such that the organization can provide these religious holidays if the accommodations can be made at no cost such as allowing employees to switch off days (Heathfield, 2018). Itr is the responsibility of the employer to create a company culture that makes acts of employment discrimination immposible.

The organization should also make sure that their employees do not receive any unwelcome sexual advances none of its employees are subjected to verbal or physical conduct of sexual nature. The organization's policies should also ensure that submission does not play any role in employment decisions.  The organization should also formulate strategies that ensure none of its employees are threatened or punished for turning down sexual advances.  (Heathfield, 2018). These policies should also ensure that none of the organization's employee is made a target of common sexual suggestions and abuse.

            Employment discrimination complaints lead to government investigations in the workplace, tension in the workplaces and costly legal battles and when the claim is mishandled it might cause the company great losses or even put the business out of business. It is always hard to believe cases of employee discrimination, but it is important for the organization to keep an open mind and cooperate with government agencies which can be the Federal Equal Employment Opportunity Commission (EEOC) to avoid other unnecessary charges after a failed cooperation (Heathfield, 2018).

            Before employment complains from the employee becomes a lawsuit, it is important for the company to take immediate steps to stop the alleged action and protect the parties that are involved and launch an internal investigation. Responding to this complaint will yield the best information that will help the organization identify the discrimination act and solve it before it becomes widespread (FindLaw’s, n.d). Looking into allegations launched by employees is important since these complaints have the potential to become a lawsuit.

Conclusion

 Employment discrimination happens when employees are treated differently because they are in a protected class such as gender, religion, and race. Every company must make sure its employees do not face any form of discrimination.  A company should make sure it has policies in place that protects the employees from discrimination. It is the duty of the employer to make sure employees in protected classes are not discriminate. A company should take the necessary steps to make employment discrimination impossible so that it can be in compliance with federal laws.

 

 

 

 

References

Hopkins C. ( 2017). How to Prevent and Deal with Discrimination in WorkPlace. Retrieved from; https://fitsmallbusiness.com/discrimination-in-the-workplace/

FindLaw’s team (n.d).  Sample Anti-Discrimination and Harassment Policies. Retrieved from; https://smallbusiness.findlaw.com/employment-law-and-human-resources/sample-anti-discrimination-and-harassment-policies.html

Heathfield M. S., (2018). Prevent Employment Discrimination and Lawsuits. Retrieved from; https://www.thebalancecareers.com/prevent-employment-discrimination-and-lawsuits-1917923