WEB SITE: http://www.eeoc.gov/facts/fs-relig_ethnic.html In the wake of the terr

Question

WEB SITE: http://www.eeoc.gov/facts/fs-relig_ethnic.html

In the wake of the terrorist attacks of September 11, 2001, discrimination on the basis of national origin and religion became a harsh reality for many Arabs and others of Middle Eastern origins within the United States. The "racial profiling" of these persons-that is, stopping and searching them at airports or otherwise selecting them for searches and seizures just on the basis of their ethnicity-was widely criticized by civil rights advocates and others. These groups were also subject to a greater degree of discrimination and harassment in the workplace. The web site listed above will take you to a page on the Web side of the Equal Employment Opportunity Commission (EEOC) that points out how the provisions of Title VII of the Civil Rights Act of 1964 apply to employment discrimination against Middle Eastern groups based on religion, ethnicity, or country of origin.

1. Title VII's prohibitions against workplace discrimination include harassment or any other employment based on a number of traits or qualities. What are these traits? What examples does the EEOC give of actions that constitute these forms of discrimination? (3 pts.)

2. What requirements must employers meet to avoid liability for harassment based on national origin, ethnicity, or religion? Can employers be held liable for harassment by supervisors and co-workers? What about non-employees under their control? Can employers be held liable for harassment by these workers as well? (3 pts.)

3. What does the EEOC recommend that employers do to prevent harassment on these bases in the workplace? (3 pts.)

4. Title VII requires employers to reasonably accommodate the religious practices of their employees or prospective employees. Are there any exceptions to this requirement? What are some examples of accommodations that employers may be required to make? (3 pts.)

5. If an employee believes that he or she has been subjected to discrimination in violation of Title VII, how can the employee file a complaint, or charge, with the EEOC? What is the time period within which an employee must file the charge? (3 pts.)

Explanation / Answer

Introduction to Equal Employment Opportunity (EEO) Commission:

The united states Equal Employment Opportunity (EEO) Commission is a federal agency that administers and enforces civil rights laws against workplace discrimination. The EEOC examines the discrimination complaints based on individual race, color, national origin, sex, religion, age, genetic information, and retaliation for reporting, participating in, and or opposing a discriminatory practice.

By removing the barriers and creating a level playing field, EEO ensures that certain classes of people who have been discriminated against in the past are not subjected to adverse treatment based upon certain characteristics that have nothing to do with being a qualified job applicant or employee.

The 4 major laws that are enacted to contribute to EEO are as under:

Americans with Disabilities Act (ADA) of 1990:

With regards to ADA, an employer can accommodate a physically or mentally challenged employee can offer support to the following extent:

This act has enacted a provision for "reasonable accommodations" for accessibility for individuals with disabilities. Such accessibility guidelines are as follows:

The doorway should be at least 36'' wide in order to allow patients in wheelchairs to enter without difficulty. Rooms and hallways should have a clearance space of at least 60'' in diameter so that patients in wheelchairs can make at least a half-circle or a 180-degree turn. Flooring should be stable, firm, and slip resistant so that a patient in a wheelchair (or any disabled person) will not slip on the floor. Door opening hardware should be able to be easily grasped with one hand, without twisting the wrist, because many disabled individuals, as well as people in wheelchairs, may have partial paralysis of the upper extremities. Door closures should allow time for a wheelchair-bound person to enter or exit so that these individuals are not injured by the action of the closing door. Also, the lavatory should have grab bars, which assist patients in using the facility.

Conclusion: Based on these inferences, we shall conclude that the courts have interpreted the Americans with Disabilities Act (ADA) and it relates to the physical and mental problems.

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