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Social Equity And Accountability In Human Resource Management Functions

1213 words - 5 pages

An example was when I was applying for a cashier job at Rite Aid, I had to take a simple math I.Q. test to see if I could handle different amounts of money.
Johnson v. Transportation Agency (1987), was a case where sex discrimination was used in favor of a female employee to determine her promotion. In 1978 the Santa Clara County Transportation Agency instated the Affirmative Action Plan, which called for the hiring of minorities and women in areas where they had little or no representation to promote social equity. The agency had a vacancy for the job of road dispatcher in their agency's Road Division department, which was never held by a woman. Diana Joyce and Paul Johnson were among the employees that applied for the promotion. Both were qualified, but because the company wanted more woman in unrepresented areas they promoted Diana Joyce over Paul Johnson. The Agency was taken to the Federal District Courts which had ruled that the Agency had broke the Civil Rights Act of 1964: Title VII. The Federal District Courts felt the factor was Diana Joyce sex and that the Affirmative Action Plan of the Agency was invalid. The decision by the Federal District Courts was appealed and sent up to the Supreme Court. The final decision of Supreme Court Justice was that it was not wrong for the Transportation Agency to use sex as way to determine who gets promoted. Also that the Agency's decision did not make a metaphorical wall or a glass ceiling for the promotion of men. I can see why the Supreme Court ruled in favor of the Transportation Agency, both candidates were equally qualified for the job. It would be wrong if Diana Johnson was lacking the qualifications to be promoted and was only picked because the Agency wanted a women.
Oncale v. Sundowner Offshore Serv., Inc (1987) brought the case of sex discrimination of the same sex. An employee, named Joseph Oncale, claimed that his male co workers were sexually harassing him which violated the Civil Rights Act of 1964: Title VII. When the case got to the District Courts, the courts ruled that the Civil Rights Act of 1964: Title VII could not be used. The reason being that nowhere did it say in Title VII about male being harassed by another male. The case was brought up to the Supreme Court where the court had ruled in favor of Oncale. The Supreme Court had stated that the Civil Rights Act of 1964: Title VII "Does bar all forms of discrimination "because of" sex. Such discrimination, whether motivated by sexual desire or not, is actionable so long at it places its victim in an objectively disadvantageous working condition, regardless of the victim's gender" Oncale v. Sundowner Offshore Serv., Inc (1987). This case raises a good question, which is, does the Civil Rights Act of 1964: Title VII truly protects against same sex harassment. My opinion is no, no where does it say in the Title VII same, male, or female. I agree on the decision of the Supreme Court to reverse the District Courts decision, but...

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