Question

The article reviews in this course provide you an opportunity to critically assess books and articles and, in doing so, learn to compose a stronger and better researched paper or article that commands a greater influence with the chosen audience. Each article review should be 1-2 pages. Your review is graded on completeness of the exercise. Professionalism, grammar, and spelling will also be considered as criteria for grading.

In your article review:

• Select any topic discussed within the week’s materials
• Select an article from a reputable online source (for example, Time Magazine, The Economist, the Harvard Business Review, the Journal of Business Ethics, etc.) or book
• Briefly summarize the article, including identifying the author’s thesis statement (the central point or message of the article)
• Critically assess the validity of the article, including identifying those assertions that are ably supported and those which appear to be an opinion of the author without credible research or documentation

Answer 1

I am going to take a case of BFOQ (Bonafide occupational qualification):

Is firing the Transgender Workers a good move?

Trump Administration Requests the Supreme Court to require discrimination toward transgender employees in jobs.

The Justice Department sent a memorandum to the Court on Friday urging the Justices to decide that Title VII, a federal statute barring discrimination on the basis of sex, ethnicity, color, religion, or national origin, would not protect transgender persons. The department claimed they would strike out a lower court decision that found she had been discriminated against by a funeral home that dismissed a transgender woman.

The brief refers to R.G. – & G.R. Harris Funeral Homes Inc. v. Equal Employment Rights Board, one of three lawsuits that the Supreme Court decided to consider earlier this year about the prospect of extending Title VII to LGBTQ employees.

In this scenario, the U.S. The 6th Circuit Court of Appeals ruled that the funeral home director, Thomas Rost, had broken the law when he dismissed Aimee Stephens, a transgender employee who worked for the firm from 2007 to 2013. In 2013, Stephens sent the company note, according to court records, saying that she was dealing with a "gender identity problem," and intended to continue dressing as a woman, including wearing the company's feminine attire – a jacket and skirt – rather than a suit and tie.
The business claimed that Stephens had been fired because she declined to wear the company's dress code and claimed that "having a respectable dress code that doesn't discourage families from mourning is an important workplace standard that will promote their recovery cycle."

In its brief, the Department of Justice pleaded in support of the funeral home, claiming that Title VII only covers what it describes as "biological sex." "The usual public definition of 'sex' was biological sex in 1964 [when Title VII was enacted]. It did not include transgender rights, "the DOJ writes, clarifying," In the specific sense of Title VII — law initially meant to abolish discrimination against ethnic and other minorities in jobs — it was especially explicit that the prohibition of discrimination on grounds of "race" applies to unfair treatment of men and women in the workforce.

I think discrimination employees on the basis of their gender is never a good idea. Having a diverse workplace is always a good idea to have a more productive idea.