Question

Case Application 3: TEAM FUN!

Tony, the new director of human resources, and Edna, the compensation and benefits manager, are hanging employment legislation posters in RETREAT, the TEAM FUN! employee cafeteria. Edna offers, “I remember some woman who applied for a job to advertise men’s baseball gear and sued when she didn’t get the job. The EEOC said she had no case. A couple of years ago, we moved Fred from fitness demos to stock management because he couldn’t do the treadmill or lift the big weights anymore. There was talk about an age discrimination case because he was 57, but that never went anywhere.” Tony asks, “Do you realize that all of the warehouse workers are male and all the RETREAT workers are female?” Edna replies, “What’s your point?” Tony waves his hand at the EEOC information they have displayed. Edna shrugs, “This is the best job I ever had. If you ask anyone else who works here, they will say the same thing.”

Questions:

1. What is the probable defense for the baseball gear job (BFOQ, 4/5ths rule, glass ceiling)? Explain.

2. Why didn’t Fred’s age discrimination case go anywhere?

3. Is TEAM FUN! open to discrimination charges in other areas?

4. What should be done to protect TEAM FUN! from discrimination charges?

i need the answer in order for each question

Answer 1

First we need to know what is Team Fun?

Team Fun is like Coming together, staying together, working together and spend lots of time with them

together a team always looks like an ocean.

Mother Teresa said:" None of us including me ever do great things but when we can all do small things with great love and together we can do something wonderful."

1. What is the probable defense for the baseball gear job (BFOQ, 4/5ths rule, glass ceiling)? Explain.

Ans: The probable defense for baseball gear jobs is the bonafied occupational qualification and the other discrimination laws. The bonafied occupational qualification is an employment lawyer in the USA, which does not

allow a company to discriminate against a candidate. According to the book, BFOQ are job requirements that are

reasonably necessary to meet the normal operations of that business or enterprise. (DeCenzo, D,& Robbins, S,2013)

At one time it could be used only to support sex discrimination. In today's society it is extended to other things and religion. It cannot be used only for cases of race. There is also the measurement of the 4th & 5th rule.

These rules determine if the case is a discriminatory case or not. This is not a definition of discrimination, it is a quick examination to assist with HR practices in a company. The rule requires a company to hire a certain percentage to be within guidelines or one can scream discrimination. Another probable defense for the baseball gear job is the glass ceiling term refers to a comparison of why women and the other minorities are not represented in companies.

According to the book, According to the glass ceiling commission it indicates institutional and psychological practices

and the limited advancement and mobility of men and women of diverse racial and ethnic backgrounds.

Its believed that women hold less big position here in the U.S than in other places. There are laws today that were not written to project women back in the day. In today's society a woman can be discriminated against just because of her sex. A woman is capable of doing anything that man can do. The only way she can be terminated if she is not performing her job correctly. Although the EEOC said she had no case, she did have a case. She should have used the terms that were used above to plead her case.

2. Why didn’t Fred’s age discrimination case go anywhere?

Ans: Discrimination cases and lawsuits are causing anxiety for many employers, managers, and employees in the US and are driving many good employees to courts or other organizations.

Age discrimination in the workplace impacts people of all sizes, races, colors, religions, and ethnicities.

Here Fred's age discrepancy didn't go anywhere the primary reason that older workers are extremely conscientious

employees loyal dedicated aware of quality requirements and very reliable.

3. Is TEAM FUN! open to discrimination charges in other areas?

Team fun can be liable for more discrimination because there are only males in the warehouse but only females are on the retreat. When you see something like this it is a clear sign of race discrimination, there may be guys that want to go on this trip but they can't because they weren't selected. If any male wanted to go and complain would have done it simply because there is a law that prevents selecting a certain race of people. There are some other cases of this discrimination as well in the advertisement that they use. It seems they have a great way to bring traffic to the company only to pick up and choose who gets to stay. Edna who is in charge of a degree does not have the right mindset for that job as the people she works with will develop her bad habits. The director is the one responsible for the way the people act and if there is a person in power that does not have respect for the governing agency that is here to protect all employees, then Edna should be removed.No Company can survive for long without lawsuits unless their leadership is strong and people adhere to the rules provided.

4. What should be done to protect TEAM FUN! from discrimination charges?

In Order to protect team fun from discrimination charges the HR department should have an affirmative action plan to show the company is actively seeking minority groups to fill jobs in the warehouse and retreat departments.

According to DeCenzo, Robbins, and Verhulst 2013 there are several ways a company can actively seek to hire minorities such as places of worship community bulletins and magazines that target a particular demographic. This would show the company is making an attempt to hire qualified candidates to diversify their departments.

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