discrimination in the workplace lesson plans
discrimination in the workplace lesson plans
No. [Teacher Note: This is an optional exercise that may be assigned as homework. Jorge, a Honduran citizen living in the United States, accepted a summer job with a landscaping company. Write a letter to a friend explaining what you said to your son when he told you about the incident. No. The Store Manager thinks Jamal is a good employee and was only trying to protect him. Talk to a parent or another trusted adult. Although the Store Manager may have had Jamal's best interests in mind, she should not have discussed his medical information with a co-worker. D is incorrect. A policy that employees cannot work if they are visibly pregnant is unlawful. EEOC's services are free. Therefore, it was illegal for the supervisor to harass Daniel and Brian and give them negative references for filing a discrimination charge and assisting in an investigation of employment discrimination, even though they were no longer employed by the company. A co-worker told Quincy that the manager was looking for a reason to fire Quincy because she disapproved of Quincy's interracial relationship. Federal anti-discrimination laws prohibit discrimination against employees who work in the United States for covered employers, regardless of citizenship or work authorization. Esther was a lifelong member UNICEF whose educational aspects she furthered all her life. Amardeep, who is Sikh, wears a turban, as required by his religion. Federal law protects full-time, part-time, seasonal, and temporary employees from employment discrimination if they work for an employer covered by these laws. EEOC does not charge for its services. This guidance document was issued upon approval of the Chair of the U.S. In this case, the customer yelled at Jorge on only one occasion, and no severe conduct such as a physical assault was involved. Yes. Employees have a responsibility to let their employers know when they need workplace/schedule changes because of their religious beliefs. Is the writer a boy or girl or man or woman. His supervisor tells him that his turban makes his co-workers 'uncomfortable' and asks him to remove it. You do not need an attorney to file a charge with the EEOC. After each scenario, stop the video and have participants discuss the incidents using the questions provided. Unwelcome conduct because of an employee's protected basis (such as race, sex, national origin, etc.). 30͙ For workplace harassment to be illegal the conduct must either be very serious or it has to occur frequently. Please explain this discrepancy to students if they express confusion about whether the two young men have different color skin tone.]. Because the customer does not work for the landscaping company, the company cannot be held legally responsible for the customer's conduct. Does Patti believe that Gisela fits her stereotype of Hispanics? Patti told Toni, the applicant in the wheelchair, that the restaurant was not hiring and she was not accepting applications. endstream endobj 664 0 obj <. The U.S. Why or why not? Esther was also a member of the Global Issues SIG Committee and Newsletter Editor for the Newsletters No. A is correct. No. Scott and Anuj's conduct was inappropriate. Unwelcome conduct of a sexual nature in the workplace that directly or indirectly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment. 5.You have a right to request reasonable accommodations or changes to your workplace because of your religious beliefs (or religion) or a disability. In the end, Isabel grudgingly indicates that she will find out whether the company can arrange for an interpreter. Who has the right to decide when a pregnant employee goes on maternity leave'the employee, or the company? No. The EEOC is eager to help you and your friends eliminate workplace discrimination. The law requires that the Store Manager keep Jamal's medical information private, with very limited exceptions. Amardeep's employer must allow him to wear the turban as an accommodation for his religious beliefs, unless granting the request would be too costly or disruptive. As a result of the EEOC investigation, the supervisor called both Daniel and Brian at home and yelled at them for talking to the EEOC. The conduct is sexual in nature: Olivia flirts with David, hugs him over his objections, and leaves pictures of her in his locker. Federal anti-discrimination laws prohibit discrimination against employees who work in the United States for covered employers, regardless of citizenship or work authorization. Do you think that Olivia sexually harassed David? Do you think Patti, the manager, discriminated against Gisela when she refused to let Gisela work at the drive-thru window? Here, it does not appear that Gisela has an accent that would interfere with her ability to work the drive-thru window. Jamal, a cashier at a retail store, asks his Store Manager to order special equipment for the cash register because he has low vision and cannot see the number keys. Equal Employment Opportunity Commission is the federal agency that enforces the laws against job discrimination and harassment. The customer called Jorge 'stupid' and complained that foreign kids like Jorge were stealing jobs from hard-working Americans. While their comments are harassing, they may not constitute illegal harassment. The federal law that prohibits discrimination and harassment in employment against persons with disabilities, and requires employers to provide 'reasonable accommodations' to persons with disabilities, so long as the accommodation imposes no 'undue hardship' on the employer. The supervisor discriminated against Naira because of her race when he refused to allow her to register for the training program. I am interested in learning more about the EEOC. 7. C is incorrect. You should also talk to a parent, teacher, guidance counselor, or another trusted adult about the harassment/discrimination. Juanita recently graduated from high school and began work as a shift manager at a retail store that specializes in clothing for juniors. The delivery man does not work for the grocery store, so the store can't be held responsible for his conduct. After each scenario, narrators ask questions and provide information about the specific conduct depicted. The Store Manager had a responsibility to tell the co-worker about Jamal's disability so the co-worker would understand why Jamal was using special equipment on the cash register. The video also addresses retaliation. B is incorrect. In addition, retaliating against Hailey for complaining about the harassment is illegal. This lesson introduces the concept of subtle discrimination, as well as some measures taken by the scientific community to address it. If, however, these comments occur frequently, this conduct could violate the law even if the individual comments are not viewed as 'severe.'. Wanda should do nothing. The laws also prohibit retaliation, punishment, or different treatment of an individual who opposes discriminatory practices, files a formal charge of discrimination or participates in an investigation. The job advertisement was still in the window. It was amended by the Pregnancy Discrimination Act to include discrimination based on pregnancy, childbirth, or medical conditions related to pregnancy or childbirth as sex discrimination. I returned twice, and was always told the same thing. In addition, Vince is retaliating against, or punishing, Hailey for complaining about unlawful harassment. The website for the appropriate state and local agency should list all of the categories protected by that state or local law. In this scenario, Isabel's response was not entirely appropriate because she appeared reluctant to agree to provide an interpreter and found it difficult to understand that two individuals with the same impairment might have different needs and abilities. Do you think that Patti's selection of Kisha as Assistant Manager was discriminatory? This site uses Akismet to reduce spam. 8.To learn more about your rights and responsibilities at work, you should (provide at least 1 answer): review EEOC's list of resources for young workers, review your company handbook or company policies (if available), review EEOC's website or the Youth@Work website, contact your employer's human resources department, or contact the EEOC.
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