Equal Employment Opportunity Commission Essay

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Equal Employment Opportunity Commission Essay
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  • University/College:
    University of California

  • Type of paper: Thesis/Dissertation Chapter

  • Words: 1314

  • Pages: 5

Equal Employment Opportunity Commission

EEOC stands for the U.S Equal Employment Opportunity Commission. EEOC’s job is to enforce the laws against discrimination in the workplace. The discrimination can refer to an employee’s race, color, religion, sex, pregnancy, national origin, age, disability, or genetic information. They also protect employees for complaining about discrimination, filing discrimination charges, or being part of an employment discrimination investigation or lawsuit (EEOC, 2014). EEOC first investigates alleged charges in a fair and accurate manner. Based on their findings determines whether or not discrimination has occurred, and if a lawsuit is in order or not. EEOC also provides programs to prevent discrimination in the workplace before it happens. They provide outreach, education, and technical assistance programs. For example, one particular article released from EEOC deals with pregnancy discrimination (EEOC, 2014). This presentation will take a deeper look into the article and how EEOC tries to change discrimination within the workplace. The Issue that Led to the Lawsuit

Lynsey Burd worked at Office Concepts Inc. in Indianapolis. This business provides machines, supplies, and services to people in northern Indiana and northwestern Ohio (EEOC, 2014). In April of 2012, Lynsey informed her bosses that she was pregnant. The company responded by hiring a new employee that Lynsey would train. The reason for this was to replace Lynsey when the time came for her to take leave to have the baby. Soon after this Lynsey was fired and the company hired yet another new employee. Both new employees where not pregnant (Green, 2014). This lead to Lynsey Burd to contact EEOC who filed the lawsuit on September 23, 2014 (EEOC, 2014). The lawsuit is still in affect and the Office Concept Inc. is not commenting on the lawsuit at this time (Green, 2014).

The ramifications of this lawsuit can swing either way. Lynsey may lose her lawsuit, and join many women who have tried and failed to prove pregnancy discriminations in court. Business can say it had nothing to do with the pregnancy but more to do with the woman’s inability to do certain tasks the job requires. Judges tend to favor this logic and women tend to lose their lawsuits (Gordon, 2012). The other side to this is the business loses and pays out to Lynsey. This can bring to light to customers or potential employees on the injustice the business causes its employees. The business may experience the loss of customers and have trouble hiring. EEOC’s Role in the Lawsuit

EEOC first investigated Lynsey Burd claim against Office Concepts Inc. They found that Lynsey had a case against the organization through the Pregnancy Discrimination Act. Second, EEOC try to reach a settlement with the company through its conciliation process (EEOC, 2014). Third, the settlement failed to work forcing the EEOC to file a suit in the District Court for Northern District of Indiana. EEOC regional attorney Laurie Young has the case and represents Lynsey Burd. Young believes women who are fired because of pregnancy puts their families in harm’s way. She also believes women should not have to worry about becoming pregnant or deal with bias and adverse actions because of a pregnancy at any job. This lawsuit is still on going and EEOC will continue defending Lynsey Burd to seek enforcement of the laws that protect woman from this kind of discrimination (EEOC, 2014). Does EEOC Promote Social Change?

EEOC does try to promote social change against discrimination of any kind in the workplace. This article of the lady fighting for her rights shows the level of commitment EEOC has in enforcing the laws that protects people in the work place. This is not the first lawsuit EEOC has been involved in when it comes to pregnancy discrimination. Even though many of these cases are lost EEOC continues to support, help, and fight for pregnancy rights in the workplace. EEOC has received so many pregnancy discrimination complaints that they have been holding hearings on the subject (Gordon, 2012). The common problem with pregnancy discrimination is companies claiming pregnancy blindness and courts agreeing which dismisses the cases against them. Examples of this are, a lady being fired because of repeated tardiness due to morning sickness, a lady got fired during maternity leave because she wasn’t working instead getting treated for postpartum depression, and a lady who works as a lab technician got unpaid leave after becoming pregnant because she is exposed to toxic chemicals (Gordon, 2012). In each case the courts favored the company involved. Despite the fails EEOC continues to fight for women’s right when it comes to pregnancy discrimination. There is also legislation drafts being made to address this problem (Gordon, 2012). EEOC Press Release versus the News Article

One difference between the EEOC press release and the news article is, the news article has more information behind the accusation then the press release. The news article includes when Lynsey Burd became pregnant, while the press release did not. Second difference is the press release states how the EEOC tried to get a settlement before going through with the lawsuit, while the news article makes not notion of this. The last difference between the two articles is the news article states how it tried to talk with the company and got declined for comment. EEOC press release focus more on the filing of the lawsuit, why it was filed, and how they tried to settle outside of court. The new article focused more on the person filling the lawsuit, why she felt discriminated against, and who is representing her in court. Both articles have similar information about what is going on with the case and why. The differences show the different sides to the situation. One, shows the side form the people who are representing Lynsey Burd. Two, shows the side of the victim herself. Both articles bring into light injustices that continue to happen in the workplace and why it is necessary to fight for these rights. Conclusion

EEOC takes its role in defending the laws against discrimination in the workplace seriously. Their goal is to change and stop discrimination from happening to people. To be able to change social perception people need to be educated and shown the injustice that hurt others and their families. EEOC does not just enforce the laws, but defends the people who have been discriminated against. Even though many of these cases are lost EEOC continues to support, help, and fight for rights in the workplace.

If I was a senior manager of this company to avoid this issue in the future I personally would not discriminate against pregnant women. If a woman becomes pregnant they would have to train a temporary replacement. She would be given a certain amount of maternity leave based on doctor’s orders. If the maternity leave needs to be extended it can be with a doctor’s note explaining why. Once maternity leave is up she would have a job to come back too. During her pregnancy she would receive certain relax in policy. For example, if sever morning sickness coming in to work late will be over looked, early leave time to make doctor appointments, and reduced work load so as to not put the pregnancy in danger.

References
EEOC. (2014). EEOC Sues Office Concepts for Pregnancy Discrimination. Retrieved from http://www.eeoc.gov/eeoc/newsroom/release/9-23-14b.cfm Gordon, C. (2012, April 5). How Employers Get Away With Firing Pregnant Women — Legally. AOL Inc. Retrieved from http://jobs.aol.com/articles/2012/04/05/epidemic-of-pregnant-women-getting-fired-legal-loopholes-to-bla/ Green, R. S. (2014, September 24). Pregnant staffer wrongly fired, lawsuit says. The Journal Gazette. Retrieved from http://www.journalgazette.net/article/20140924/LOCAL03/309249923/1002/LOCAL

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Equal Employment Opportunity Commission Essay

Facebooktwittergoogle_plusredditpinterestlinkedinmail
Equal Employment Opportunity Commission Essay
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  • University/College:
    University of Chicago

  • Type of paper: Thesis/Dissertation Chapter

  • Words: 1014

  • Pages: 4

Equal Employment Opportunity Commission

Through the years, America has made an overall improvement in eliminating discrimination, inequality and slavery and focusing more on inclusion, equal rights, and equal opportunity. Despite a considerable improvement, there are corporations and individuals that often revert to archaic means of treating employees, creating hostile environments. Consequently, different advocacy groups and laws still remain in effect and continue to evolve to protect the citizens and non-citizens of the USA.

Overview of the EEOC’s Function One particular group that exists to protect the employee is the Equal Employment Opportunity Commission (EEOC). The EEOC “is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. (Overview, para. 1)” The EEOC is committed to holding employers accountable for benefiting from the modern day enslavement of workers from other countries.

Their job is to ensure that all workers foreign and those of the U. S. , are protected under the law and have the right to complain of such employment abuses which damage the foundation of our society. Compliance Issue and Lawsuit Background The article I chose involves a US company that trafficked over 200 Thai males to work for Global Horizons, Inc. , a Beverly Hills based farm labor contractor working alongside eight farms between 2003 and 2007. The individuals were falsely informed that they would have access to high paying jobs with temporary visas allowing them to live and work in the US.

Once here, the individuals realized this was a lie and quickly experienced harassment, abuse, intimidation, and unequal pay. The employers threatened to deport them if they complained of the mistreatment. In addition, the employees were forced to live in housing infested with rats and insects (Carter, 2011). They were forced to sleep in tight quarters and some didn’t even have a bed. The Thai workers had all of their identification removed from their possession; the employees were left defenseless.

Eventually, the Thai Community Development Center of Los Angeles brought victims to the EEOC to file charges of discrimination. The EEOC argued that Global Horizons engaged in a pattern or practice of national origin and race discrimination, harassment, and retaliation, which violates Title VII of the Civil Rights Act of 1964 (EEOC, 2011). The EEOC sought back pay, compensatory and punitive damages on behalf of the victims, as well as injunctive relief intended to prevent further abuses at the companies and farms.

This would uncover the cruel actions by Global Horizons and the farms for which they were employing these individuals. These farms, such as Del Monte Fresh Produce and Green Acre Farms, suffered reputation scrutiny and possible loss of profit after such discoveries. The EEOC’s Role The EEOC’s role in this lawsuit was to hold the employer accountable for benefiting from modern day enslavement so that companies could be aware of the ramifications of conducting such business.

The EEOC first attempted to reach a pre-litigation settlement, and then filed the lawsuit in the U. S. District Court for the District of Hawaii. After no success, the EEOC quickly filed lawsuits in the U. S. District Court for the District of Hawaii and the U. S. District Court of the Eastern District of Washington. Social Impact This type of lawsuit promotes social change by making companies aware of the repercussions expected if such behavior is conducted in the United States towards citizens or non-citizens.

Human trafficking is a modern day form of slavery and while it still continues to exist in modern business America, it is imperative that companies are made aware of the consequences they may subjected to should they choose to engage in such tactics. These types of lawsuits also promote healthy laws and advocate groups pushing for tougher laws so that employers cannot get away with such atrocities. It also makes employees aware of similar environments where they can quickly recognize if they find themselves in similar situations and who to go to for help.

Businesses will do whatever it takes to make higher profits and quite often, they turn to illegal conduct thinking they may get away without consequence. Article Comparison In reviewing my article, I also compared it to an article from the internet published by CNN. Both articles seemed to have similarities by providing the same details and information as discussed in the EEOC article. After searching through several other articles, most included the same information as that provided by the EEOC. Management Perspective If I were a senior manager of Global Horizons, Inc. I would place tighter requirements upon hiring individual to conduct the contracting work. I would consider placing those individuals in the contracting positions in training classes to make them aware of what to do in the event they are faced with this type of situation. Because of the nature of the business involving labor work, I would enforce tighter regulations, initiate reviews, monitoring and would become more involved to avoid mistreatment of individuals. Managers and supervisors would be required to attend courses that stress inclusion, diversity, and harassment.

All other employees would be required to attend the same courses, but these courses would also include information on how to report violations. Conclusion I believe that members of management from Global Horizons chose to keep quiet to reap the benefits of cheap labor. There is no excuse to have such behavior in today’s society after all the issues we have all faced as a country. Some improvement has been achieved but it is evident that there is more to be accomplished. Thanks to groups such as the EEOC, citizens and non-citizens can rest assured that there is protection available in the event of mistreatment.

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