The Mad Beach Pub is a small casual restaurant located in YOUR STATE. The business is privately owned and currently has 4 full time employees and 15 part time employees. Mandie, a 46 year old transgender applicant for a position as a bartender was denied the position. Mandie was highly qualified, with many years of experience in waitressing and bartending; however, Joy, a 25 year old college student was hired. Joy’s experience included working as a waitress at Hooters for 1 year. Research the state laws on non-discrimination in Alabama. Using federal law and Alabama law, discuss the probable outcome of a discrimination lawsuit based on transgender. Using federal law and Alabama law, discuss the probable outcome of a lawsuit based on age discrimination

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?

On employment practices in family firms: discuss the competing views about whether family firms are great places to work.

Discuss a situation that would specifically and legally call for hiring a certain culture, race, age, or sex for employment and why?

You own a small business in Baldwin County, Georgia.  One of your employees got busted out at Lake Sinclair (county jurisdiction, NOT city) for a first drug violation, which is considered a misdemeanor.  Though you do not condone being high the job, you want to be there to support him. What is the maximum penalty for his offense?

Choose the true statement: O Employees (or potential employees) with disabilities covered by the Americans with Disabilities Act (ADA) must be treated the same as non-disabled employees (or potential employees). O Under common law, at-will employment relationships were ones where the employee was free to quit at any time for any reason, and the employer could discharge the employee at any time for any reason. More recently courts have looked at public policy considerations in limiting the ability of an at-will employee to quit or be fired. A "pattern or practice of discrimination" case often involves statistical comparisons of the relevant labor market population (or other "job applicant pool") and the employer's work force. It is lawful for an employer to discharge an employee because that employee is about to become entitled to a bonus. For sexual harassment to exist, the harasser must be a boss or some type of superior.

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.