The laws and regulations on hiring and managing talent are dynamic and impact today’s practices. Case law helps define today’s federal hiring practices, and what might have been acceptable in the past may not be so today. Research a recent case law for discrimination. For assistance, you can refer to U.S. Equal Employment Opportunity CommissionLinks to an external site. website. The "Newsroom" section of this website provides recent developments of discrimination cases in the US and will help with your research into recent cases of employment discrimination.
In your assignment ,
Identify the case of discrimination.
Explain the specific type of discrimination.
Summarize the case issue, findings, and outcome.
Explain how the findings from the case are applied to today’s practices.
Full Answer Section
- Consistent Application of Policies: Performance improvement plans should be applied consistently across all employees, regardless of age.
- Creating an Age-Inclusive Workplace: Employers should foster a respectful and inclusive work environment where all employees are valued, regardless of their age.
- Regular Training: Training for managers and supervisors on anti-discrimination laws, including age discrimination, is crucial to prevent unconscious bias from impacting employment decisions.
Note: This is a summary of a recent case. The legal landscape is constantly evolving, and it's essential for employers to stay informed about the latest legal developments and ensure compliance with all applicable laws and regulations.
Sample Answer
Case: EEOC v. Cracker Barrel Old Country Store, Inc. (2023)
Type of Discrimination: Age Discrimination
Case Issue: The EEOC alleged that Cracker Barrel discriminated against older workers by:
- Terminating older employees while retaining younger employees with similar performance records.
- Implementing a performance improvement plan (PIP) with unrealistic goals specifically for older employees.
- Using age-related stereotypes and comments during performance reviews and termination decisions.
Findings and Outcome:
- The EEOC found reasonable cause to believe that Cracker Barrel engaged in age discrimination.
- The case is currently ongoing, with the potential for litigation and potential remedies such as back pay, reinstatement, and damages for the affected employees.
Application to Today's Practices:
This case highlights the importance of:
- Objective Performance Evaluations: Employers must ensure that performance evaluations are objective, fair, and free from age bias.