Steve Ferrari Case Study – Hiring

Steve Ferrari Case Study – Hiring

In the case study provided, the management of Eugene’s Western Wear Outlet Store has advertised a job vacancy for a male candidate who is young and energetic. In the ad, the management of Eugene’s Western Wear Outlet Store has specified that they would wish to hire a citizen of the United States for undisclosed reasons. Steve Ferrari, an Italian immigrant aged 62, sees the ad and proceeds to apply for the job vacancy advertised, even though he does not meet the majority of the specifications advertised by Eugene’s Western Wear Outlet Store. Eugene interviews Ferrari and asks questions based on the ad’s preferences, but eventually, the interviewee fails the interview. The extensive analysis of Eugene’s Western Wear Outlet Store’s ad shows the errors made, the laws violated, and possible remedies for the case scenario.

Employment in the United States is regulated by the Equal Opportunity Employment Laws (EOEL) that prohibits several aspects of the job advertisement and recruitment processes from discriminating against candidates. For instance, the Civil Rights Act of 1964 under EOEL prohibits employers from discriminating against candidates because of their colour, race, sex, or nationality (U.S. Equal Employment Opportunity Commission (b), n.d.). In the ad, Eugene’s Western Wear Outlet Store has violated the EOEL law by mandating that a potential job candidate be male, young, and from the United States. By mentioning the preferred ages of potential employees, Eugene’s Western Wear Outlet Store discriminates against candidates aged 40 and above, an aspect that is considered discriminatory and violates the EOEL (U.S. Equal Employment Opportunity Commission (a), n.d.). Eugene’s Western Wear Outlet Store has also specified they would wish to hire a male candidate, which is discriminatory and violates the EOEL. Lastly, in mentioning that a preferred job candidate should be from the United States, the organization discriminates against people from other nationalities, violating the Equal Opportunity Employment Laws.

Statements in Eugene’s Western Wear Outlet Store’s ad that may be considered discriminatory include “young”, “must meet our height and weight requirements,” “looking for a U.S. citizen”, “prefer a non-smoker,” and “we prefer to hire a man.”  (Case scenario, n.d.). These statements are discriminatory as they emphasize that the organization will be biased during the recruitment process if the candidate is not male, an immigrant, a smoker, and has health complications. Non-discriminatory statements in Eugene’s Western Wear Outlet Store’s ad include, “energetic and possess excellent customer care skills.”  (Case scenario, n.d.). Steve Ferrari could file a legal suit against Eugene’s Western Wear Outlet Store for using discriminatory statements that prevent potential candidates who can perform the mentioned tasks well from applying for a vacant position. For instance, as mentioned, the EOEL does not allow employers to advertise job positions and restrict candidates based on their race, colour, age, gender, or sex. The identified discriminatory statements violated EOEL and gave Ferrari a platform to sue Eugene’s Western Wear Outlet Store.

Lastly, the ad should read, “We need you if you are energetic and possess excellent customer service skills. Applicants who are selected will be required to stand for long periods of time and to lift 20-30 pounds.”  (Case scenario, n.d.). The above ad is neutral and does not discriminate against any potential candidate based on race, age, colour, sex, or gender, as prohibited by the Equal Opportunity Employment Laws of the United States.

References

Steve Ferrari Case scenario. (n.d.).

U.S. Equal Employment Opportunity Commission (a). (n.d.). Federal laws prohibiting job discrimination questions and answers. https://www.eeoc.gov/fact-sheet/federal-laws-prohibiting-job-discrimination-questions-and-answers

U.S. Equal Employment Opportunity Commission (b). (n.d.). Prohibited employment policies/Practices. https://www.eeoc.gov/prohibited-employment-policiespractices

ORDER A PLAGIARISM-FREE PAPER HERE

We’ll write everything from scratch

---

Read the following scenario:
Steve Ferrari, a 62-year-old man who recently immigrated to the U.S. from Italy, saw an ad in the daily newspaper for an employee position at Eugene’s Western Wear Outlet Store. The “Want Ad” specified the following: “We need you if you are young and energetic and possess excellent customer service skills. Applicants who are selected will be required to stand for long periods of time and to lift 20-30 pounds, so you must meet our height and weight requirement. We are looking for a U.S. citizen and we prefer to hire a man. No smokers.” Steve needed a job, so he went to Eugene’s Western Wear Outlet Store and interviewed. Eugene asked Steve every question the ad had outlined. Steve did not get the job.

Contemplate this scenario, considering this week’s focus as you write a COMPREHENSIVE SUMMARY (400-500 words), answering the questions and prompts below.
1. If the Help Wanted Ad violated any Federal anti-discrimination laws, identify the relevant laws and explain how they were violated.
2. Identify any critical errors that Eugene may have made when conducting the employment interview.
3. Within the Want Ad, distinguish between those statements or phrases that may have violated an anti-discrimination law and those that would be deemed non-discriminatory.
4. Identify any discrimination categories or prohibited practices under which Steve might reasonably file a discrimination claim. Explain your reasoning for any instance you identify.
5. Re-write the Want Ad so that it meets the needs of Eugene’s Western Wear Outlet Store without violating any anti-discrimination laws or prohibited practices.