In enforcing Title VII’s prohibition of race and color discrimination, the EEOC has filed, resolved, and adjudicated a number of cases since 1964. Under the E-RACE Initiative, the Commission continues to be focused on the eradication of race and color discrimination from the 21st century workplace and is seeking to retool its enforcement efforts to address contemporary forms of overt, subtle and implicit bias. Below is an in exhaustive list of significant EEOC private or federal sector cases from 2003 to present. These cases illustrate some of the common, novel, systemic and emerging issues in the realm of race and color discrimination.
- E-RACE And Other EEOC Initiatives
- Employment Practices
- Types of Race/Color Discrimination
In this course you learned that EEOC and employment law is pertinent to a wide variety of workplace exchanges in Human Resources. For your final paper, you will be composing a 2000-word paper (8 pages) that describes a Significant EEOC Race/Color Cases filed of discrimination (Pick 1). You will discuss how such a complaint was filed with the Equal Employment Opportunity Commission (EEOC), and the paper will articulate the overall value of diversity in the workplace.
Please be sure to include each of the following in your paper:
Â· Choose a Case to review from https://www1.eeoc.gov//eeoc/initiatives/e-race/caselist.cfm?renderforprint=1#hiring (For Example under Hiring: In September 2014, the EEOC appealed the dismissal of its race discrimination complaints alleging that an employer’s withdrawal of a job offer from a qualified Black applicant because she refused to cut off her dreadlocks constituted race discrimination under Title VII. On the appeal, the Commission contends that the district court improperly dismissed its original and amended complaints because they stated plausible claims of intentional discrimination. Specifically, the Commission argued that the employer’s application of its grooming policy to prohibit dreadlocks discriminates on the immutable trait of racial hair texture, violates the fundamental right to freedom of racial expression, and promotes unlawful racial stereotyping. EEOC v. Catastrophe Mgmt. Solutions, No. 14-13482 (11th Cir. Brief filed Sept. 22, 2014).
Â· Provide an explanation of the steps an individual would take to file a complaint with the EEOC.
Â· Include a description of the EEOC’s process and how the individual’s claim might ultimately move through the United States court system.
Â· Analyze the strengths and weaknesses of the individual’s claim under U.S. anti-discrimination laws.
Â· A discussion of the steps an organization should take in order to minimize the likelihood of discrimination in the workplace.
Â· Identify two current issues or events (in the news within the past two years) raising potential claims of discrimination in the workplace similar to the case you chose to discuss.
Â· These issues or events should either be similar or relevant to the issues raised by the case your chose above on the Significant EEOC Race/Color Cases scenario website. https://www1.eeoc.gov//eeoc/initiatives/e-race/caselist.cfm?renderforprint=1#retaliation
Â· You should articulate your input giving an analysis on why these events raise potential discrimination claims and explore (based on the LAW) how the EEOC and the U.S. court system responded to this issue or event.
Â· A clear and well-articulated description of the value of diversity in the workplace must be the focal point of your paper.
APA format: All papers must be written in 12pt, Times New Roam font, Double Spaced, 1 inch margins, title page, with in text citations that support your own words, not to answer the questions in the essay
You may refer to the course material for supporting evidence, but you must also use at Eight (8) sources. Any laws and legal cases that are cited in the body of your paper must also be included in the References page.
Primary Sources: are first-hand accounts such as interviews, advertisements, speeches, company documents, statements, and press releases published by the company in question.
Secondary Sources: come from peer-reviewed scholarly journals, such as the American Business Law Journal. You may use resources like JSTOR, Google Scholar, Cornell University Law School’s Legal Information Institute and/or FindLaw to find articles from these journals and related case law. Secondary sources may also come from reputable websites with .gov, .edu, or .org in the domain. (Wikipedia is not a reputable source)