The Role the EEOC has in Preventing Workplace Discrimination
The appellate court ultimately affirmed the dismissal of a complaint filed by the Equal Employment Opportunity Commission (EEOC). Discuss the determining factors that led to this conclusion. In responding to this topic, address any Title VII-specific protections the court referenced in their ruling.
One of the factors that led to this conclusion was Title VII’s provisions on disparate treatment. According to Title VII, an employee or job candidate must demonstrate that the employer intentionally discriminated against them based on a protected characteristic. Cabrelli (2018) defines protected characteristics as the aspects of an individual’s identity that make them who they are. Employers are legally responsible for protecting employees from discrimination based on protected characteristics, including gender, age, disability, race, sexual orientation, religion, gender reassignment, pregnancy, maternity, and marriage. These characteristics are recognized universally and have been considered in formulating laws prohibiting discrimination.
According to Walsh (2019), national origin and race are the main grounds for discrimination in hiring. Therefore, organizations must determine the acceptable characteristics that define a person’s race or national origin. The second factor was whether the allegations had sufficient factual allegations to make a plausible claim that the employer intentionally discriminated against the employee or job candidate because of race. The third factor was whether dreadlocks could be classified as an immutable characteristic of black people. The fourth factor was the employer’s code of conduct and policies. The court reviewed the employer’s compliance manual to determine whether it had provisions on dreadlocks and whether it restricted specific hairstyles, such as those associated with a particular race. The court also considered whether the employer’s compliance manual was within the scope of the prohibition of racial discrimination in Title VII.
The EEOC is the primary government agency leveraged to prevent workplace discrimination, including enforcing Title VII protections. Evaluate how the role of the EEOC impacts your practice as a Human Resources Manager.
Globalization has resulted in a diverse workforce of people from different races and ethnicities. This has increased discrimination in hiring and employee relations within the workplace. Title VII protections protect employees against discrimination based on national origin, race, religion, colour and sex (Weiss, 2019). Many organizations ignore some of these protections, hence the need for a third party, such as the EEOC, to observe the protections.
The role of the EEOC impacts my practice as a human resource manager by defining acceptable practices in carrying out my roles and responsibilities. I have to observe the protections of Title VII in hiring, designing pay, benefits, terms and conditions of employment and managing a diverse workforce. The role of the EEOC also impacts my role in formulating policies on factors to consider when hiring an employee. I have to consider the EEOC’s interpretation of discrimination and the factors considered when evaluating whether an employee was discriminated against. As a human resource manager, I am also expected to collaborate with the EEOC to resolve disputes arising from violating or alleged Title VII protections. According to Schlanger & Kim (2013), the EEOC hears complaints in the mediation procedures to resolve disputes relating to discrimination before the case is presented to a judge. As a human resource manager, I also have a responsibility to allow the EEOC to investigate me to determine whether the discrimination allegations are true, initiate the process of compensating the affected employee, such as reinstatement and making mandatory changes in the company’s policies to avoid future incidents of discrimination. The role of the EEOC also impacts my practice in maintaining good employee relations in the workplace. I am responsible for creating a work environment that supports diversity and inclusion and treating all employees fairly regardless of their backgrounds to avoid violating Title VII protections.
References
Cabrelli, D. (2018). 11. The protected characteristics. Law Trove. https://doi.org/10.1093/he/9780198813149.003.0011
Schlanger, M., & Kim, P. T. (2013). The Equal Employment Opportunity Commission and structural reform of the American workplace. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.2309514
Walsh, D. J. (2019). Employment law for human resource practice (3rd Ed.). Cengage Learning.
Weiss, J. T. (2019). Civil Rights Act of 1964, Title VII. The Encyclopedia of Women and Crime, 1-3. https://doi.org/10.1002/9781118929803.ewac0061
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Question 
This week’s assignment forum focuses on the EEOC’s role in preventing workplace discrimination, including harassment and other protections provided under Title.
The Role the EEOC has in Preventing Workplace Discrimination
- This is the fourth assignment forum related to your course.
Your Unit 4 assignment forum is based on the EEOC v. Catastrophe Management Solutions case study found in your unit resources this week. The case involved a claim of racial discrimination. At issue was the legality of requiring an employee to cut their dreadlocks to fit their “neat and clean” appearance policy. The appellate court ultimately affirmed the dismissal of a complaint filed by the EEOC on behalf of an African American job applicant whose offer of employment was rescinded because she refused to cut off her dreadlocks. You will explore the role of the EEOC and the topic of Title VII protections and evaluate the importance of this ruling to human resources practice and your role as a human resources practitioner.
Instructions:
As the Human Resource Manager, you must implement policies to prevent workplace harassment and discrimination.
Read the EEOC v. Catastrophe Management Solutions case study provided in our unit resources this week.
Based on your review of the case study, address the following:
- The appellate court ultimately affirmed the dismissal of a complaint filed by the Equal Employment Opportunity Commission (EEOC). Discuss the determining factors that led to this conclusion. In responding to this topic, be sure to address any Title VII-specific protections the court referenced in their
- The EEOC is the primary government agency leveraged to prevent workplace discrimination, including enforcing Title VII protections. Evaluate how the role of the EEOC impacts your practice as a Human Resources professional.
- Review at least one classmate’s posting after posting your submission to the assignment forum. Use the RISE model of peer feedback to provide your classmates with constructive feedback that they may consider when finalizing this portion of the project later in the
In crafting your responses to these questions, support your statements with evidence from the text, the EEOC case study, and additional readings presented in the unit.