1. Cite the main features of at least five employment discrimination laws. 2. Define adverse impact and explain how it is proved and what its significance is. 3. Explain and illustrate two defenses you can use in the event of discriminatory practice allegations. 4. Avoid employment discrimination problems. 5. Cite specific discriminatory personnel management practices in recruitment, selection, promotion, transfer, layoffs, and benefits. 6. Define and discuss diversity management.

Spotlight on Dress Code Policies—DiscriminationBased on Gender. Burlington Coat FactoryWarehouse, Inc., had a dress code that required malesalesclerks to wear business attire consisting of slacks,shirt, and a necktie. Female salesclerks, by contrast,were required to wear a smock so that customers could readilyidentify them. Karen O’Donnell and other female employeesrefused to wear smocks. Instead they reported to work in businessattire and were suspended. After numerous suspensions, thefemale employees were fired for violating Burlington’s dress codepolicy. All other conditions of employment, including salary,hours, and benefits, were the same for female and male employees. Was the dress code policy discriminatory? Why or why not?[O’Donnell v. Burlington Coat Factory Warehouse, Inc., 656 F.Supp.263 (S.D. Ohio 1987)] (See Title VII of the Civil Rights Act.)

Which law protects Xiuying, as introduced in the Chapter 16 case "Hello, My Name Is", from job discrimination based on race, color, gender, religion, or national origin?    A. the Equal Employment Opportunity Act   B. the Civil Rights Act (and its amendments)   C. the Equal Rights Amendment   D. the Age Discrimination in Employment Act

If there was a case where an employee was told that her chances of promotion would increase if she "walk more femininely, talk more femininely, dress more femininely, wear make-up, have her hair styled, and wear jewelry." Would this qualify as discrimination based on sex under Title VII?

Should the public policy exception be expanded to protect applicants from discrimination based on their credit background?

In which of these scenarios is the employer most likely to avoid liability for discrimination? O In order to discreetly find out where potential employees are from, an employer asks applicants how they have learned the languages in which they are fluent. An employer at Winslow's, a popular sports bar, refuses to hire as a hostess a 41-year-old female who has much experience in that type of position. The employer decided against hiring her solely because he just prefers "girls who are under 25" to work for him, regardless of their experience. Additionally, the employer will only hire women who "look like pretty young girls who are not much older than 18." O An employer requires all employees to take the same fitness-for-duty tests throughout their course of employment. These tests are monitored and scored, and each employee is given a letter grade to assess how the employee did. O An employer asks job applicants for their full name and marital status in a preliminary interview. O In…

Kindly develop a Diversity Management Manual for a multinational company  - The Marriot with a subsidiary in the Caribbean which is Jamaica.  The manual should be specifically designed to address diversity management in the Caribbean and should outline suggestions for developing an inclusive workplace. Assume the role of global diversity management consultants and make recommendations to the senior management team of the subsidiary group’s parent company. Please include Citations/references where applicable.  The manual should include the following: Section 1 - Company Background  Description of the company and industry that will be the focus on the manual (history, size, products/services, income, profits etc.) Company’s business strategy - vision/mission Company’s strategy for managing diversity Section 2 - Purpose of the Manual Description of diversity mission being proposed The intended audience for the manual The country chosen and importance to the company Section 3 - Country…

Can employers lawfully consider race or gender when making hiring or promotion decisions? If so, may it only be used to remedy identified past discrimination? Discuss.

What is sexual harassment?What different forms can sexual harassment take? Discuss the issues presented in the case todetermine if the actions by the lecturer can be classified as sexual harassment.If you determine that it is sexual harassment, how should the employer deal with the matter? Explainfully the steps suggested citing legal cases to support your position. If you determine that it is notsexual harassment, clearly give your rationale and state how the employer should deal with thematter, citing legal cases to support your position.Make recommendations to the university for dealing with any similar issue that may arise in thefuture.

How would you decide what types of diversity training a company requires?