Reference no: EM132375736
Address the following questions and ensure that your responses for each question are clearly delineated. Your combined response for all of the questions should be at least 500 words as outlined in the grading rubric. Be sure to number your responses.
For each of the situations presented, please answer the following questions:
1. Does the practice/action outlined represent discrimination under the law? Which laws are applicable to this situation? Explain with support.
2. As a discriminatory action, would the discrimination be considered disparate treatment or disparate impact? Explain.
3. Identify and describe two actions the leaders of each respective organization could take to reduce the likelihood that their employees would perceive discriminatory treatment? How would each of these actions accomplish this goal?
Situation A
Jorge Sánchez sold cell phones at kiosks in shopping malls for VERIZON in Puerto Rico. After six years, Sánchez informed his supervisors that he had become a Seventh Day Adventist and could no longer work on Saturdays for religious reasons. VERIZON responded that his position required rotating Saturday shifts and that his inability to work on Saturdays would cause the company hardship. As a reasonable accommodation, the company suggested that Sánchez swap schedules with others and offered him two alternative positions that would not require work on Saturdays. Sánchez was unable to find workers to swap shifts with him, however, and declined the other jobs because they would result in less income. He began missing work on Saturdays. After a time, VERIZON indicated that it would discipline him for any additional Saturdays that he missed. Eventually, he was placed on active disciplinary status.
Situation B
Cindy Brown worked for Turner Industries Group, LLC, in the maintenance department. She complained to her supervisor that Randy Jones, the head of the department, treated her unfairly. Her supervisor told her that Jones had a problem with her gender and was harder on women. The supervisor talked to Jones about Brown's complaint but did not take any disciplinary action. A month later, Jones confronted Brown, pushing her up against a wall and berating her. After this incident, Brown filed a formal complaint and kept a male co-worker with her at all times. A month later, she was fired.