By Raymond F. Gregory
Attorney Raymond F. Gregory addresses the hundreds of thousands of girls who imagine they may be dealing with sexual discrimination and explains federal measures enacted to support employees in contesting illegal enterprise behavior. He offers genuine complaints to illustrate the ways in which girls have challenged their employers. The instances illustrate felony ideas in real-life reviews. a number of the instances relate compelling tales of employees stuck up in an online of agency discriminatory behavior. Gregory has eradicated criminal jargon, making sure that each one suggestions are transparent to his readers. contributors will flip to this ebook many times to procure authoritative historical past in this vital topic.
Topics lined include:
- The expanding occurrence of sexual harassment within the workplace
- Common different types of intercourse discrimination
- Discrimination opposed to older women
- Discrimination opposed to ladies of color
- Discrimination opposed to girls within the professions
- Discrimination opposed to pregnant women
- Discrimination opposed to girls with children
- Sex discrimination in hiring, advertising, termination
- Employer legal responsibility for place of work sexual harassment
- Employer retaliation opposed to workers
- Proving intercourse discrimination within the courtroom
- Compensatory and punitive damages
- Back pay, entrance pay, and different remedies
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Additional resources for Women and Workplace Discrimination: Overcoming Barriers to Gender Equality
Another blatantly discriminatory case was that of Maureen Barbano, a social welfare examiner for Madison County in upstate New York. Responsible for determining the eligibility of individuals for public assistance, Medicaid, and food stamps, she was generally familiar with federal, state, and local laws pertaining to the operation of the public assistance programs in the county. After three years in this position, she learned of an opportunity for advancement at the Madison County Veterans Service Agency, which reported a vacancy for director of the agency, responsible for the supervision of veterans’ welfare programs throughout the county.
Sex . . 11 If broadly interpreted, the bona fide occupational qualification (BFOQ) exception would justify the exclusion of large numbers of women from many jobs, particularly some jobs that required the performance of physically demanding tasks. When Dianne Rawlinson applied for the position of prison guard in the Alabama prison system, her application was rejected because she failed to meet the state’s minimum 120-pound weight requirement as well as its minimum height requirement of five feet, two inches.
In spite of early Supreme Court rulings that firmly rejected sex stereotypes as a legitimate basis for employment decisions, a few courts have actually used these stereotypes to justify the rejection of sex discrimination claims. In 1986, the EEOC, acting on behalf of women employed as salespersons by Sears, Roebuck and Company, sued the company for sex discrimination, claiming that Sears had failed to promote women employed as noncommission salespersons to commission salesperson positions. Merchandise sold on a commission basis was usually more expensive, as commission selling generally involved big-ticket items, such as major appliances, air conditioners, and tires, while noncommission selling usually involved small-ticket items, such as clothing, linens, toys, and cosmetics.