CU-Boulder BCOR 3000 - Employment Discrimination (4 pages)

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Employment Discrimination

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Employment Discrimination


Employment Discrimination

Lecture number:
Lecture Note
University of Colorado at Boulder
Bcor 3000 - Business Law, Ethics, and Public Policy

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BCOR 3000 1nd Edition Lecture 22 Outline of Last Lecture I OSHA II Worker s Compensation III Social Security IV ERISA V Employee Privacy Outline of Current Lecture I Brown vs Board II EEOC III Title VII IV Equal Pay Act V Constructive Discharge VI Sexual Harassment VII Hostile Environment VIII Age Discrimination Current Lecture Chapter 25 Employment Discrimination Brown vs Board of Education Court said precedent was wrong Prior case RR Cars Brown Schools These notes represent a detailed interpretation of the professor s lecture GradeBuddy is best used as a supplement to your own notes not as a substitute Differences in school vs RRs What could court have done What did court do What was extraordinary EEOC Equal Employment Opportunity Commission Essentially what happens is that in my factory there is favoritism for male workers If you want something done about this because it is a violation you cannot go straight to court you have to go to the EEOC The EEOC will look at the complaint and will resolve it If it is something that has already happened there is nothing they can do it Fired under wrongful termination EEOC won t be able to get your job back but will be able to sue and collect damages They will look at the case and resolve it They are most able to resolve things that are on going where the employee is still there Sometime the EEOC will take the case they will sue for another party Most discrimination complaints must first go here EEOC Either Will take the case Issues right to sue letter Decision on this unrelated to merits The letter from the EEOC means that they do not want to take the case but that you have the right to sue from the EEOC because they have reviewed it Without this letter the case will be dismissed Title VII Is one section of the Civil Rights Act of 1964 Covers most employers except small ones Prevents certain factors from being used in making decisions Like gender Title VII Protected Categories Plaintiff has to prove that an employment

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