Ethnic Employment Discrimination Among Immigrants

Ethnic Employment Discrimination Among Immigrants
Introduction:
Ethnic employment discrimination, among other kinds of labor market discrimination, is usually
ascribed to the prejudice of employers, customers, co–workers (Gary Becker, 1975; Heywood and
Peoples, 2007). To verify the discrimination against immigrants, sociologists have to find out if
there is a meaningful difference in chances for employment between immigrant and natives who
meet the same qualifications related to the productivity. Alongside of the certain conditions of
immigrants, it can lead to the segmentation of labor market. However, neither discrimination nor the
characteristics of immigrants are not the only causes of ethnic segmentation of labor market. While
above sources of employment discrimination (and therefore
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Essay about Employment Discrimination
Issue
1. Did ABC advertising discriminate against Jean on the basis of sex when they failed to promote
her?
2. Did ABC discriminate against Jean because of her religious beliefs and practices?
3. Did ABC discriminate against Jean because of her national origin?
Brief Answers
1. Ms.Riyadh has not proved enough evidence to conclude that ABC discriminated against her
because of her sex.
2. Yes, Ms. Riyadh has some strong evidence that a reasonable jury might conclude that she has
been discriminated against because of her religious beliefs.
3. No, Ms. Riyadh hasn't any proof of being discriminated against because of her national origin.
Pg3 ... Show more content on Helpwriting.net ...
They argue that
Jean is a plain woman; she refuses to wear make–up nor adornments of any kind. She is
also very religious and takes a daily "prayer and meditation" during her lunch breaks.
Her religious beliefs prohibit certain types of "fraternizing" such as drinking alcoholic
beverages and eating certain types of foods. ABC argues that it is essential that higher
administrative employees project a polished appearance and engage in social and frater–
nal activities in order to obtain and conduct business.
Ms.Riyadh feels that ABC discriminated against her because she is a woman and

because she is of Indian ancestry and an adherent to Islam. She feels none of these factors
interfere with her ability to perform at a higher position. Ms.Riyadh also claims that when
she was hired by ABC she was informed that if she did a good job that she could be
expected to be promoted to account vice president within two years.
Analysis
Sex Discrimination
Sex discrimination is being discriminated against based on sex. Under Title VII
of the Civil Rights Act of 1964 it is unlawful to discriminate against any employee
or applicant for employment because of his/her sex in regard to hiring, termination,
promotion, compensation, job training or any other term, condition, or privilege of
employment. Title VII also prohibits employment decisions bases on stereotypes and
Pg5
assumptions

Age Discrimination In Employment Act Of 1967
Many people recognize that as they get older and reach a certain age, others begin to treat them
differently. In our youth drive society, ageism is the underlying cause of so many quality of life
issues that older adults are facing. Whether the issue is hiring younger employees, restricted
community based housing, forced retirement, and or stereo typing, if we dig deeper enough age
discrimination is present. There are, of course above and beyond adverse cost to age discrimination
beyond the psychological and social stigma. This paper will review literatures on age discrimination
practices in society institutions and laws such as the Age Discrimination in Employment Act of 1967
(ADEA) including other similar federal anti–aging discrimination

Essay about Race Based Employment Discrimination
Race Based Employment Discrimination
Title VII of the Civil Rights Act and various other federal and state laws prohibit intentional
discrimination based on ancestry or ethnicity. Some employers practice blatant forms of minority
discrimination by paying lower salaries and other compensation to blacks and Hispanics. Others
engage in quota systems by denying promotions and jobs to individuals on the basis of race or color.
Federal laws prohibit employers of 15 or more employees from discriminating on the basis of race
or color. Virtually all states have even stronger anti–discrimination laws directed to fighting job–
related race and minority discrimination. In some states, companies with fewer than eight employees
can be found guilty ... Show more content on Helpwriting.net ...
This is often done through the use of statistics and payroll records.
One may have an easier time of demonstrating race discrimination when they are directly treated
unfairly on the job. For example, if you are repeatedly harassed and called names on the job, or are
treated differently from non–minorities (e.g., you are absent several days from work and are
suspended or placed on formal probation, while white workers with the same or a greater number of
absences are only given an informal warning), it is best to gather this factual information for
discussion with an executive or officer in your company's personnel department.
In light of the Supreme Court decision Wards Cove v. Antonio, you may have an easier time proving
race discrimination on an individual basis as opposed to relying on statistical disparities. This is
because in certain cases employers now only have to offer a business justification for actions that
are shown by statistics to have an unfair impact on minorities. The burden then shifts to the
complainant to demonstrate that the alleged business justification is not legitimate.
Title VII of the Civil Rights Act of 1964 protects individuals against employment discrimination on
the basis of race and color as well as national origin, sex, or religion.
It is unlawful to discriminate against

Appearance Discrimination in Employment
Appearance discrimination in employment: Legal and ethical implications of "lookism" and
"lookphobia"
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Citigroup Inc (2010) by a former Citibank employee claiming that she was terminated for being "too
hot" according to her filed complaint. Following this introduction section, the authors first provide
some background material as to societal norms concerning "attractiveness," the existence of

appearance discrimination in society, especially regarding employment, and the presence of a certain
"preferring the pretty" norm, and consequently discrimination against less attractive people.
The next section of the paper is the legal environment, wherein the authors initially discuss the
fundamental employment law doctrine in the USA – employment at–will; and then the authors
examine important civil rights laws – Title VII of the Civil Rights Act, the Age Discrimination in
Employment Act (ADEA), and the Americans with Disabilities Act (ADA) – and show how these
laws relate to appearance discrimination in the narrow sense examined herein of "attractiveness." In
the analysis of Title VII, the authors define and differentiate, a "disparate treatment" discrimination
case from a "disparate impact" one. The authors also explain two important defenses to Title VII
civil rights lawsuits – the "business necessity" test and the bona fide occupational qualification
(BFOQ) doctrine – and demonstrate

Employment Discrimination And Its Significance
Employment Discrimination and Its Significance in Canada.
A majority of immigrants encounter employment disadvantage or discrimination, compared to
native–born Canadians. It's difficult to obtain suitable employment, so immigrant skills are
underutilized, earning less income than native–born Canadians (Oreopoulos, 2011; Reitz et al.,
2014). It is asserted that discrimination in employment is an act which negatively affects the
employment situation of individuals because of membership in a group, and not because of
qualification or capacity to contribute to productivity (Lecture 7: Slide#5). Oreopoulos (2011)
observed that, immigrants who entered Canada based on their skills do poorly in the labour market.
In another study Reitz et al. (2014) argued that, employment discriminatory behavior creates skill
underutilization or 'brain waste' for immigrants and lowers their human capital value. So, despite
entering Canada with high skills level similar to that of native–born Canadians, immigrants have
very little success in obtaining skilled–based employment. Prejudice attitude of recruiters or
employers may overlap with the social identity theory that asserts that immigrants are seen as
cultural threat because they are not distinctly assimilated into the host country (Harrell et al., 2012).
Thus, this essay assesses measures of employment discrimination and its significance in Canada.
Measuring employment discrimination using resume testing:
Discrimination in callback

Employment Discrimination Within The Workplace
Employment Discrimination in Indonesia
As stated on wikipedia.org, discrimination is action that denies social participation or human rights
to categories of people based on prejudice. This includes treatment of an individual or group based
on their actual or perceived membership in a certain group or social category, "in a way that is worse
than the way people are usually treated". This could be done directly or indirectly. Direct
discrimination could arise from punishments and indirect discrimination could come up from strict
rules or regulation that make the individual feel uncomfortable. Discrimination can take various
forms. It can includes gender, salary receipts, color, race, religion, national origin, and etc. Gender
discrimination in the workplace usually addressed to the female gender, it occurs when there is a
difference treatment in electing a leader for women. Salary receipts can also be a cause of
discrimination in the workplace, it happens when an employee paid a monthly salary and it was not
worth his or her hard work for the company. In this article the author will be focus on a gender
discrimination which commonly occur in the workplace. Race, color, and national origin arise when
an employer 's standards or policies for selecting or promoting employees have a discriminatory
effect on employees or job applicants in these protected classes (Cross & Miller, 2012). A pleasant
and healthy environment is favorable to achieve a strong and productive

The Age Discrimination In Employment Act (ADEA)
Define and explain ADEA– The Age Discrimination in Employment Act (ADEA) is the federal law
governing age discrimination. It was ordered in 1967 to advance the work of more seasoned
specialists in view of capacity as opposed to age, avoid discrimination, and help take care of the
issues that emerge with an aging workforce. The ADEA precludes a business from refusing to
contract, firing, or for the most part discriminating against a delegate age at least 40 prepared, only
on the start of age. Along these lines, a business can't deny a delegate pay or fringe benefits when
the main support is age. Nor may a business portray delegates into gatherings of an age group in a
way that outlandishly precludes workers from claiming work openings. For instance,

Employment Discrimination In The Workplace
A lot of people in the world have a reason as to why they wake up early in the morning and come
out of the house, some sleep late at night while others have to stay online with their
machines.Majority do this to earn a living from their jobs.Different jobs have different schedules
and one has to keep their schedules right by doing what is expected according to their company
policy.This is what one has to read and understand, later sign with the employer for the work
schedule to kick off.Employers must treat all employees equally without discrimination and work
towards a specific goal which is company related. This is not the case to most companies.Some
companies tend to favor some employees while others discriminate and they end up ... Show more
content on Helpwriting.net ...
The company ended up violating American with Disability Act (ADA) which advocates protection
of people with different disabilities both job seekers and employees in a company.The employers
should also not enquire of any of its employees disabilities if its not work related.(U.S Department
of Labor, n.d)
COMPARISON WITH CLASS ACTION LAW SUIT
Ideally the issue of privacy and medical records is very vital according to the law.It is there the right
of every employer to respect the patients privacy as far as the work relation agenda is
attained.Various employers tend to discriminate and fire employees due to lack of disclosing their
medical reports yet they are not among the third party list of disclosure.It is so unlawful and
therefore the employer must face allegations and compensate the

Female Employment And Gender Discrimination
What is female employment and what are the reasons of gender discrimination in China?
II. Female employment and gender discrimination
Today, employment discrimination in society everywhere. From age discrimination, education
discrimination, gender discrimination, residence discrimination, physical discrimination, health
discrimination, discrimination in marriage and childbearing, to dialect discrimination, blood type
discrimination, wages, employment status and even under the career choices of discrimination,
discrimination in promotion, etc., and is particularly important the impact of harmful and
undoubtedly gender discrimination.
Gender discrimination, also known as sexual discrimination, is any action that specifically denies
opportunities, privileges, or rewards to a person (or a group) because of gender. The practice of
letting a person 's gender become a factor when deciding who receives a job or a promotion, is
gender discrimination.
Here are some examples of potentially unlawful sex/gender discrimination that women, for example,
may face: In terms of Hiring/Firing/Promotions, it should be said that a female applies for a job for
which she has experience and excellent qualifications, but she is not hired because some of the
company 's long–time clients are more comfortable dealing with men; she is told that she is laid off
due to company cutbacks and reorganization, while men in the same job and with less seniority than
her keep their jobs. She has worked for

Equal Employment, Diversity And Discrimination
The topics for this research paper are Equal Employment, diversity and discrimination because I feel
that these topics are strongly needed in any organization. Employees in the workplace can be
discriminated against of gender identity, sexual orientation, race, age, disability, ethnicity,
nationality, and so on. Companies need to strive to eliminate any of the various barriers above to
ensure equal access to employment, services, and benefits, to both the current and future employees.
The author, of a discrimination article I read, states, "That workplace discrimination, job stress,
social class, and religiosity were related to lower levels of job satisfaction." (Ali Rasheed) Equal
Employment Opportunities bring a lot of good ideas to the ... Show more content on Helpwriting.net
...
Women are not the only people to experience workplace discrimination; other factors play a role in
it as well but an agency was made to support discriminated people and fit for their rights.
Nobody should be discriminated against anywhere or for any reason, so In the 1960s equal
employment opportunity became a big deal in the workplace. On March 6, 1961, President John F.
Kennedy signed Executive Order 100925, which required government contractors to take
affirmative action to ensure that applicants are employed and that employees are treated the same
regardless of their race, color, or national origin. It became such a big deal that in Civil Right Act of
1964 the Equal Employment Opportunity Commission or EEOC was created. The EEOC is a
government agency that is recognized for creating laws that protect employees against any
discrimination and was established on July 2, 1965, by the Title VII, of the Civil Rights Act of 1964.
The EEOC enables equality of opportunity to all employees by dictating themselves to enforce
federal legislation prohibiting discrimination in employment. EEOC is noted for creating many laws
that refer to discrimination for examples, the Age Discrimination in Employment Act of 1967, Title I
of the Americans with Disabilities Act of 1990, Sections 102 and 103 in the Civil Right Act of 1991,
Section 501 and section 505 of the Rehabilitation Act of 1973

Employment Discrimination And The Employment Essay
Abstract
This report examines the implications of employment discrimination and the correlation to
employment inequality. The unemployment rate for women and minorities is significantly higher
than that of the caucasian male majority. Women are faced with obstacles that men are not. Women
have to overcome gender stereotypes, child care responsibilities, and sexual harassment as obstacles,
Minorities face negative stereotypes and generalizations that make them less desirable to employers.
Employment discrimination is responsible for segregation by concentrating negroes in the lowest
skilled, lowest wage jobs. Women represent three–fifths of the minimum wage labor force. This
study shows wage disparity between men and women, and between caucasians and minorities.
White privilege and male dominance award the highest wages in the workforce. These findings
conclude that employment discrimination puts women and minorities at a disadvantage in every
aspect of the labor market. Affirmative action, equal opportunity employment, equal pay legislation,
and child care reform are all crucial to desegregating the workforce and promoting workplace
equality.
Keywords: unemployment, underemployment, disparity, stereotypes, harassment
Introduction
Employment discrimination can be defined as, "Treating someone unfavorably because of race, skin
color, national origin, gender, disability, religion, or age" ( "Discrimination | Laws, Regulations, and
Guidance", n.d.). Inequality

Workplace : Employment And Pregnancy Discrimination
Women in the Workplace: Employment and Pregnancy Discrimination Shenea Abraham Barry
University Introduction Law and society is a multi–disciplinary field of study within the broader
field of legal studies. The question is what is law? There is no single definition of law. The most
influential definition of law is by Max Weber which states that "laws are an order of rules that are
externally guaranteed through physical (or psychological) coercion by an authorized "staff" of
people who specialize in enforcing conformity and/or avenging violations". How does law relate to
the society that we live in? While the law serves the function of maintaining the establishing order, it
is also a vital tool for promoting social change. Very often laws used to effect social change are
passed and enforced in response to public pressures and social movements. While the law often
serves to promote change, it can also serve to sustain and legitimize structures of inequality–
between the poor and rich, man and women, white and non–whites, etc. Change is an eminent and
necessary component in the world that we live in. It has been seen throughout history time and time
again. One example of change was the feminist movement which was an important moment in
history as it worked to close the gap of inequality that existed between men and women through
affirmative action, pay equity, and policies. It was the belief that once women entered the workplace
on equal ground with men then that is

The Ideas Of Discrimination And Employment Problems
Reading through the prompt at first I felt flustered because I did not know what country to pick. But
through some research and investigation I've concluded that for this paper India would be a great
candidate, what specifically interested me was the fact that India is much different compared too
many other countries, they are a wealthy country and have many different cultural views compared
to others. The main topics I am going to talk about throughout this paper are the ideas of
discrimination and employment problems people with disabilities in India face. The definition of
discrimination is the unfair or prejudicial treatment of people or things, especially on the grounds of
race, age, or sex. The reason I felt these two topics were important is because they go hand in hand;
you can be easily discriminated against while trying to find a job based on skin color, gender, etc.
First, I will discuss the problem with discrimination and women in India. Secondly, I will go over
employment how it affects people with disabilities
To start off I am going to talk about discrimination in India and more specifically how it affects
women with disabilities. The first thing I want to leave you with is a quote from a source that I
found very interesting, "Women and girls with disabilities in India are forced into mental hospitals
and institutions, where they face unsanitary conditions, risk physical and sexual violence, and
experience involuntary treatment, including electroshock therapy.

Discrimination in Employment Essay
Discrimination in Employment Equal Pay Act passed in 1970. This implemented the European
principle of Equal pay contained in Treaty of Rome Article 119 (now 141) and sets out a broad
definition of pay. Although the EPA is limited in application in that the comparison is between a
man and a woman presently employed by the same employer, Article 119 of the Treaty of Rome
which requires 'equal pay for identical work' between the sexes confers a similar right to every
worker in the Common Market. * Equality clause – By virtue of s1 (1) the equality clause is an
implied term in every contract of employment. If Sharon is successful in her claim for equal pay, the
equality clause ... Show more content on Helpwriting.net ...
The Court of Appeal opted for the package approach, but the House of Lords held that by way of s1
(2) the contracts should be examined term–by–term. * Male comparator The EPA is based on
comparison with a named comparator. The applicant is free to choose her male comparator as in
Ainsworth v. Glass Tubes and components Ltd [1977], but it may not be a hypothetical male
(Defrenne v. SABENA [1976]). It was established by the European Court in McCarthy v. Smith
[1981] that the applicant could compare herself with a predecessor under Article 119. Under s1 (6)
the applicant's male comparator must be: (a) Employed by her employer or an associated employer
and; (b) Employed at the same establishment or; (c) Employed at a different establishment in Great
Britain and common terms and conditions are observed for that class of employee. Phil is a valid
male comparator for Sharon as they are both shift managers employed by the same work. * Sharon's
route to equal pay claim There are three ways to claim equal pay: like work, work rated equivalent
and work of equal value. The route of equal pay that Sharon should claim under is 'like work',
defined in s1 (4) as work 'of the same or a broadly similar nature'. There are three areas the tribunal
will look at when considering a claim under like

Gender Discrimination And Equal Employment Essay
Gender Discrimination and Equal Employment
Introduction
Discrimination has existed since the beginning of time. Often time people discriminate upon
individuals unintentionally, because of certain stereotypes that have associated with race, gender,
and religion. The First Amendment of the United States gives each individual the freedom of not
only religion, but expression, and speech. Yet, despite the many historic and recent efforts gender
discrimination and inequality is still a major issue in the modern workplace. Specific laws are put in
place in order to prevent discrimination, and promote equal employment, but even with the laws
discrimination does, and will always exist. Both male and female will continue to be affected by this
ongoing trend. Sadly, discrimination is treated like an illness, the only people who attempt to press
for change are those directly affected by it. This is why it gender discrimination will continue to be
an issue and will lead to a lack of equal opportunity
Discriminatory Law
Discrimination usually occurs when actions of an employer, supervisor or coworkers "deny to
individuals or groups of people equality of treatment which they may wish"
(Stainback,Ratliff,Roscigno, V.J., 2011). Fortunately, there have been several laws put into effect
over the past century to ensure that no person will be discriminated against. Laws such as the Age
Discrimination and Employment Act (ADEA), The Pregnancy Act of 1979, The Americans with
Disability Act of

Essay on Employment Discrimination
Employment Discrimination laws seek to prevent discrimination based on race, sex, religion,
national origin, physical disability, and age by employers. There is also a growing body of law
preventing or occasionally justifying employment discrimination based on sexual orientation.
Discriminatory practices include bias in hiring, promotion, job assignment, termination,
compensation, and various types of harassment. The main body of employment discrimination laws
is composed of federal and state statutes. The United States Constitution and some state
constitutions provide additional protection where the employer is a governmental body or the
government has taken significant steps to foster the discriminatory practice of the employer.
The ... Show more content on Helpwriting.net ...
The Equal Pay Act prohibits paying wages based on sex by employers and unions. It does not
prohibit other discriminatory practices bias in hiring. It provides that where workers perform equal
work in jobs requiring "equal skill, effort, and responsibility and performed under similar working
conditions," they should be provided equal pay. The Fair Labor Standards Act applies to employees
engaged in some aspect of interstate commerce or all of an employer's workers if the enterprise is
engaged as a whole in a significant amount of interstate commerce.
Title VII of the Civil Rights Act of 1964 prohibits discrimination in many more aspects of the
employment relationship. It applies to most employers engaged in interstate commerce with more
than 15 employees, labor organizations, and employment agencies. The Act prohibits discrimination
based on race, color, religion, sex or national origin. Sex includes pregnancy, childbirth or related
medical conditions. It makes it illegal for employers to discriminate in hiring, discharging,
compensation, or terms, conditions, and privileges of employment. Employment agencies may not
discriminate when hiring or referring applicants. Labor Organizations are also prohibited from
basing membership or union classifications on race, color, religion, sex, or national origin.
The Nineteenth Century Civil Rights Acts, amended in 1993, ensure all persons equal rights under
the law and outline the damages available to

Employment Discrimination On The Basis Of Human Resource...
Abstract
Employment discrimination refers to employees who are discriminated by employers because of
employee's race, gender, physical and mental disability, age, and religious beliefs. It is a serious
problem since the employment relationship appeared. With the effort of many individuals and
organizations and the protection of laws and policies, employment discrimination have been reduced
to some extent, while it is still severe in many areas and countries. This paper focuses on common
discrimination in employment on the basis of some human resource laws and tries to figure out how
to alleviated discrimination by effective human resource management. Key words: employment
discrimination, human resource laws, human resource management. ... Show more content on
Helpwriting.net ...
"Race/color discrimination also can involve treating someone unfavorably because the person is
married to (or associated with) a person of a certain race or color" (EEOC, n.d.).
According to Vega (2015), "69% of blacks and 57% of Hispanics say past and present
discrimination is a major reason for the problems facing people of their racial or ethnic group". And
among these people, 26% of blacks and 15% of Hispanics felt that they had been treated
unfavorably due to their race at their workplace.
What's worse, race discrimination is hardly to be proved when it is actually charged by employees.
In 2014, "the EEOC received 31,073 charges alleging race–based discrimination, but dismissed
71.4% of them due to a lack of reasonable cause" (Vega, 2015).
Personally speaking, I believe that race discrimination can be against based on three aspects: 1)
employees. Employees should prove their case indirectly. They have to offer proofs for
discrimination which can force their employers to admit that the discrimination was actually happen.
For example, if the employee cannot get promoted and he/she believes it was because of his/her
race, the employee should prove that he/she should have been promoted since he/she is qualified
with the promotion, while another employee who is not his/her race got promoted. 2) employers.
Employers should make sure that every employees or applicators have equal employment
opportunities at workplace. And they

Age Discrimination In Employment Act Of 1967 (ADEA)
The county should be sure that they govern themselves by the laws that have been put in place to
protect against any type of discrimination. The county should also make sure that their Human
Resources Department and their hiring managers know and have a great understanding of the Age
Discrimination in Employment Act of 1967 (ADEA), which protects employees over 40 years of
age. This Act was put in place to protect these individuals from decisions based on their age, and
other things such as hiring, discharge, promotion and other employment privileges. The county
should also make sure that everyone in the Human Resource department has knowledge of and
understands the entire Civil Rights Act. Furthermore, these documents should be on hand

Employment Discrimination During The United States
Employment discrimination strikes numerous gatherings of people and has been going on for a long
time. In the U.S., this type of discrimination happens at whatever point a business or its delegates
purposely single out representatives or candidates on the premise of age, race, sex, sexual
introduction, incapacity, religion and an assortment of different reasons. Laws have been readied to
debilitate segregation from happening. Rise to circumstances laws plan to make a level playing field
with the goal that individuals are utilized, paid, prepared and advanced simply because of their
aptitudes, capacities and how they carry out their occupation. This type of discrimination affects a
diverse group of people in some shape, form, or fashion.
Employment discrimination happens when a business treats one representative less positively than
others. It could mean a female representative being paid not as much as a male associate for doing
the same occupation, or a minority ethnic worker being denied the preparation opportunities offered
to white partners. There are numerous sorts of discrimination. Direct discrimination happens when a
business treats a representative less positively than another person on account of one of the above
reasons. For instance, it would be immediate separation if a driving employment was just open to
male candidates. Another form of discrimination that people may not recognize as such is indirect
discrimination. "Indirect discrimination occurs when an

Employment Discrimination Case Study
There is a fundamental need for suitable security measures and document control formed from the
new E–Discovery rules which are a product from a recent amendment of the US Federal Rules of
Civil Procedure that were implemented following numerous well–reported cases which took
unanticipated turns when the parties fought each other about production of evidence. The courts then
examined the value and extensiveness of files produced by the convenient loss, misplacement, or
destruction of electronic evidence which was crucial to winning the case. "In the employment
discrimination case Zubulake v. UBS Warburg, 220 F.R.D. 212 (SDNY 2004), which spanned over
several years (because of evidentiary issues), for example, the court ruled that the employer ... Show
more content on Helpwriting.net ...
Recently a case were a database of personal information was implemented in connection with a
services agreement. The client was responsible in verifying the service provider was allowed to use
this personal information in order to provide their services. They trusted on a depiction or guarantee
in a contract which was considered inadequate. "In that case, the company was in the business of
sending emails to consumers. In order to promote the products and services of its advertising clients,
it obtained the email addresses from list providers, which had gathered these lists through a variety
of means" (Gilbert, 2017). This is a clear example of negligence on the part of a company not using
proper safeguards and fair practices in transactions were personal private information is involved.
Slip ups like this can lead to security threats, breaches and identity theft for the consumer. The New
York Attorney General's investigation of the provenance of these marketing lists revealed that some
of the company's list providers, on their own websites, had promised consumers they would NOT
sell, rent, or share their information to or with third parties. On the other hand, the company
represented on its website that recipients of its email campaigns "have all requested to receive
information about products and

The Social Equity Of Human Capital, Employment Discrimination
The global economy relies on the interaction of people from all parts of the world who communicate
through many different languages and accents (Cheng, 1999, p.1). The interaction between people
from diverse cultures and backgrounds can be challenging, as barriers to communicate effectively is
common for immigrants. Additionally, immigrants language barriers may expose them to adverse
social effects such as employment discrimination, inability to attain access to health care and
emotion strains. Therefore this essay will examine the social equity of human capital, employment
discrimination, limited access to health care and the emotional impacts when subjected to bullying.
Immigrants who lack competence in English suffer disproportionately from unemployment and are
on occasions discriminated against. In fact James & Lesley Milroy (2002) suggest those who are not
fluent in English "may find that his or her social mobility is blocked such as refusal in employment
without an official admission that this refusal was based on partially or wholly on his or her use of
language" (p.2). For instance, a fluent French–speaking applicant was looking vigorously for a job
in France (Chaze & George, 2013, p.126). Even though she was fluent in French she failed to find a
secure placement in work because her mother tongue was not French (Chaze & George, 2013, p.
126). In addition, a qualified applicant was rejected for casual teaching because he was not
competent in English (Munro, 2003,

Signature Assignment : Employment Classification And...
Signature Assignment: Employment Classification and Discrimination Aimee Tinch ETH/321
October 23, 2017 Christine Benway Introduction Many businesses are practicing in unethical ways
by misclassifying employees for their own personal gain, as well as discriminating against their
religion and race. Below is a scenario about one business performing business in this manner.
Dream Massage hires an independent contractor as a massage therapist, but they require the
employee to work a set schedule, provide clients and products for her massages, they control her
work completely. They also have a dress code that states she is unable to wear her hijab which is
part of her religious beliefs, that she was not made aware of until her first day of work. Employment
Classification Workers who complete jobs for a company can be classified into two groups:
employees or independent contractors. Common–law rules state that anyone who performs services
for a company that controls what work is to be performed and how it is to be performed is classified
as an employee. An independent contractor is a person who performs work for a company, or
independently, but remain free to perform the work without restrictions from the employer (Internal
Revenue Service, 2017). Using the definitions above, we can classify this employee as a common–
law employee at Dream Massage. She falls under the category of common–law employee because
her employer maintains control of the work performed,

A Brief Note On Employment Non Discrimination Act
Employment Non–Discrimination Act
Researchers show that anywhere from 15% to 43% percent of LGBT have encountered some variety
of unfairness and harassment in the workplace (Center & Progress, 2011). Further, 8 % to 17 % of
LGBT state being passed over for employment or fired due to their sexual orientation. Ten percent
to 28 percent experienced a negative performance review or were overlooked for a promotion due to
being gay. Moreover, 7 % to 41 % of gays faced harassment, abuse, or antigay vandalism on the job.
Transgenders persevere through high rates of employment injustice and harassment at work. In a
current national survey, an astonishing 90 % of transgender individuals depicted some harassment or
abuse on the job. Approximately half of transgender individuals also describe experiencing an
adverse employment result due to their gender identity. This entails being disregarded for
employment (44 %), getting terminated (26 %), and being denied a promotion (23 %).
Historical Background
The recommended Employment Non–Discrimination Act ("Library of Congress," n.d.) would shield
private and public workers from employment unfairness by perceived or actual sexual orientation
and gender identity. Employment Non–Discrimination Act is practically identical to Title VII of the
Civil Rights Act of 1964, which already secures workers by race, color, religion, sex, and political
origin, and additionally the Americans with Disabilities Act of 1990, which ensures individuals
against

The Proposal Of The Employment Non Discrimination Act
The proposal of the Employment Non–discrimination Act by the American Congress has attracted
the warm attention that most victims of sexual–oriented and gender–based discrimination wished
dawned on their fellow citizens. This arises from the prevalent cases of reported discrimination in
the workplace today, implying a modern society, yet to discharge the traditional perception of
prejudice. It emerges amidst the outcry to free the workplace elements of discrimination, still
locking out a crop of hardworking and qualified nationals from the labor market. This ascends from
the assumption of discriminative cocoons that barely captures how well one performs in their job. In
spite of such attempts, cases where the physically challenged are ... Show more content on
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The subject of the discrimination facing the man ensues from his disability. In addition, the man
claims that the organization denied him a reasonable accommodation as three of his left hand fingers
were missing (Reed 1).
The man presents a sympathizing account of the inhumane treatment experienced in 2013 upon his
recruitment. He further outlines that upon discovering that the gloves issued to him were ill–fitting
owing to his condition, the organization never accommodated his special needs. To the contrary of
his expectations upon passing the certification, the management allegedly demanded him to wear the
ill–fitting gloves. Attempts to use his properly designed gloves attracted an additional attack line,
upon which the supervisor demanded him to wear gloves approved only by the organization.
Equally, his fitting gloves were alleged to pose immense problems in the case they are trapped in the
machinery (Reed 3).
Besides the unfair treatment experienced in his one–month stay, the plaintiff submissions reveal the
discriminatory attacks mounted by supervisors. Moreover, they cited his physical condition as
unsuitable to the nature of the undertaking. Finally, the man contends of his unfair dismissal despite
committing a small and fixable mistake. In view of the above submissions, the plaint seeks to claim
compensations and punitive damages accruing to $10 million (Reed 5).
III. Analysis
The primary effect of the

Age Discrimination in Employment Act of 1967
The American population is aging as health care improves, the older generation is living longer and
are still working or just getting into the workplace. One of the biggest issues that these older
individuals face is age discrimination within the workplace. The Age Discrimination in Employment
Act (ADEA) of 1967 forbids employment discrimination on the basis of age. Through a detailed
explanation and history of the law, this paper will examine how ADEA affects the professionals in
the workplace, human resources, managers, and employers in the workplace. It will further examine
how the employee is affected by ADEA. This includes what their rights are and how they can make
a complaint. Lastly, a legal case will be examined and evaluated so ... Show more content on
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What effect does this law have on the hiring side things?
Human Resources, Managers, and Employers
The United States workforce is aging and as health care improves the older population is living
longer. Because of this older individual are staying the job market longer, an employer or human
resource person should keep this in mind and possibly review the office procedures and hiring
processes. Age discrimination claims will continue to increase as the workforce continues to grow
older. Human resources, managers, and employers must be proactive versus reactive to have policies
in place in the event of a suit happens. There is more to discrimination than what is on the surface of
things. According to Walsh, in his book Employment Law for Human Resource Practice, 4th
Edition, "discrimination can be further separated into four legal theories, these being: disparate
treatment, adverse impact, failure to reasonably accommodate, and retaliation" (Walsh, 2013). One
of the main reasons for disparate treatment is that employers must be very careful not to base their
decisions about their employees on a protected class's characteristics. So what exactly is the key
issue in disparate treatment? According to Walsh, discriminatory intent is the key. Whether or not
the motive was intentional the policy maker created policy that was in violation of the ADEA.

What is ageism; is it discrimination? Isn't discrimination illegal? Many businesses are biased against
older workers and openly discriminate. Some biases and stereotypes are based on a belief that older
workers are less productive, technologically deficient, and set in their ways. No credence is afforded
to the aging applicant for his knowledge and experience, devaluing his work–related contributions.
Ageism biases and stereotypes lead hiring managers to promptly sideline or effectively trash the
resume of the older job seeker. The dismissal of the resume means an opportunity lost for both the
applicant and the company. Many unemployed applicants, age fifty and older with years of
experience and knowledge, have difficulty procuring employment ... Show more content on
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Fritzsche and Marcus, from the Journal of Applied Social Psychology, conducted a study on age
discrimination of older workers who are changing jobs within the same field as their experience
compared to changing jobs and seeking a position in a different field. The study analyzed the same
type of groups with younger applicants. The study results indicated that the age discrimination
towards the older applicants was consistent. The younger subjects with no experience were chosen
over the older adults with experience because of age; discrimination trumped experience. When
neither group had experience, youth was preferred again. Fritzsche's summation of the study
included that younger job applicants received higher suitability ratings than older job applicants
(Fritzsche). Age discrimination is real. One factor examined in this study was how the applicant's
experience played into the hiring decision. It would be no surprise to see the study results reflecting
that an experienced person, young or old, would be chosen over one with no experience. Therefore,
the length of experience was not provided, in the study, to prevent introducing a fluctuating factor;
the intention was that all criteria evaluated was consistent except age. The surprising part was that
younger applicants were preferred even if the older applicant had experience and the younger had
none. This

White Employees And Employment Discrimination
As it can be seen from the calculations above, a clear pattern of discrimination has occurred in both
the warehouse and store promotion decisions in 2008. In both cases, as well as in the overall
combined promotion rates, black employees were consistently hired at a lower than acceptable rate
than their white counterparts. Therefore, any black employees who applied for a promotion during
2008 may have a case for employment discrimination depending on their unique circumstances.
2007 on the other hand is a bit trickier for any black employees wishing to file an employment
discrimination claim, because only in the case of promotions occurring at stores were black
employees promoted at less than 80% the rate of white employees. Employees who worked in a
warehouse and were passed over for a promotion in 2007 may not be able to use the four–fifths rule
as a basis for employment discrimination because black employees were actually promoted at a
higher rate than white employees during that time. Ironically, it is white employees who worked in a
warehouse during 2007 who may have a claim for employment discrimination because white
employees were hired at a rate of 0.74 that of black employees. In fact, black employees were even
promoted at a higher rate overall during 2007.
Because of the conflicting results and the decentralized nature of HR decisions at the company, it
may be wise for Rutherford to analyze the data of all the stores separately, especially those stores
where the

Age Discrimination in Employment Essays
There has always been some "ism" that social movements have fought against throughout America's
history, and the issue of "ageism" was finally addressed in The Age Discrimination in Employment
Act. Ageism can be defined as prejudiced beliefs, attitudes, and behaviors pertaining to older adults.
To understand the ADEA fully, a brief history of age discrimination is useful to comprehend the
Structural Level of this bill. Discrimination based on age was not a large issue until the beginning of
the 20th century, mainly because it was a tacit form of discrimination. For the most part, people
worked until they were at an age where they did not feel useful, and for the rest of their lives their
families would take care of them. Industrialization ... Show more content on Helpwriting.net ...
The GDP was more than doubled between 1940 and 1960, and many brand new jobs were generated
in both industrial type jobs and the growing service sector. Due to all the development and
modernization, a much more efficient and educated workforce was required, which began to exclude
less educated older workers from employment. After World War II, the workplace was changed
forever because of the new technology which exterminated many jobs, and employees were
expected to know more than ever and work very quickly. When the "baby boom" generation was in
its youth, the workplace again was changed by the glut of young workers. Those who were old or
even middle age started to meet more pressure to leave the workforce entirely, and retire. It was also
common for the elderly to be forced out entirely. Older workers who were women or part of
minority groups faced particularly daunting odds because they had not one barrier but two in the
way of being employed. Technology again played a large role in keeping older workers out of the
workplace because many of the younger workers had taken computer classes and had experience
with it. All of these factors led to the reaction of the public and government, which took action to
even the playing field for all Americans.
The types of discrimination that went on before the ADEA resulted in many law suits against
corporations. Discrimination is judged by either direct or indirect Evidence under the law. However,

Employment Discrimination Essay example
Employment Discrimination
Discrimination is a very hard barrier to break. To discriminate means to "distinguish between one
another; to make a difference in treatment or favor on the basis other then individual merit."
Everyone at some point in their life experiences some form of discrimination that might be on the
basis of their race, religion, age, or sex. Discrimination can be examined from many different
angles. Because of this, I have decided to discuss one type of discrimination, which is employment
discrimination. Throughout this paper I will attempt to answer several questions. Such questions are
what is employment discrimination and whom does it effect? What could one do if find that they are
a victim of discrimination? ... Show more content on Helpwriting.net ...
Another example of this would be if the employer withheld an employee from achieving a
promotion because of their age, sex, race, or whatever the case may be. Most cases of employment
discrimination follow the sly and tricky form of unfair treatment. (The 2nd form). The law prohibits
any discrimination against any person who is applying for a job and or any employee who is
currently working for a company. Title V11 of the Civil Rights act of 1964 fights against
employment discrimination. Title V11 doesn't allow for employment decisions to be made on the
basis of stereotypes and or the assumptions about a person's abilities, performance and traits because
of their race, age, sex, religion, etc. It also puts a stop to intentional discrimination and certain job
polices that may exclude certain groups of people from achieving different positions that may
otherwise be eligible to other groups. The question now one should ask is, "How does one prove
discrimination?" To prove that discrimination has happened one must have a job where their job
performance meets satisfactory standards. If one has a satisfactory performance and is fired or
mistreated then it is believed that these actions occurred because of reasons other then job related.
In a case in which a new employee (one who may still be on probation) is terminated may have a
hard time trying to prove his/her termination was on the basis of discrimination because he/she
doesn't have an

Ethical Concepts Of Employment Discrimination
Dharik Nagin
Norberto Ruiz
Business Law
12 December 2017
Issue 1 Employment Discrimination Employment discrimination is any form of unfair treatment at
the workplace practiced by the employer against a section of employees on the basis of their gender
identity, sexual orientation, age, mental or physical disability, national origin, religion, gender, or
race. Employment discrimination is unlawful according to the employment laws as underlined in the
1964, Civil Rights Act, Title VII (Clarkson, Miller & Cross,). In terms of salaries and payment of
workers, it is unlawful to segregate employees or classify in compensation and other employment
aspects.
Differences in the employees' pay and compensation can be a form of discrimination depending on
whether it is guided by job position, experience, and qualification of the employee or not.
Occupation differentiation and differentials in earnings is not necessarily a form of employment
discrimination. However, the case in ABC Corporation which had led to disparate treatment of
employees in terms of payment had created a form of unintended discrimination and trying to
correct it cannot raise ethical conflicts between the employees (Clarkson, Miller & Cross,). Ethics
are based on the principles of doing right or wrong, god or bad in a certain situation. In this case,
ABC Corporation is trying to honor its moral obligation by doing what is right–balancing the pay of
its work to solve differences in their pay. This does

Henry Jaques Employment Based Discrimination
First issue that Jim and his executive assistant had to deal with is firing one of his employee named
Henry Jaques for "having problems interacting with his co–workers." Henry was fired by his store
manager because they stated that Henry Jaques was "he made the whole place poisonous."
Furthermore, Henry was also complaining about working conditions and was "irate" wanting to sue
the company. They reason why Jim is involved in this because he has approved of Henry dismissal.
In the article "8 Fedreal Laws that Protect Employees" by Daniel Kurt under the "Employment–
Based Discrimination" stated that "It illegal for businesses to discriminate based on race, color,
religion, sex, or national origin." In this case, Henry was discriminated because

Employment Non-Discrimination Act (ENDA)
Even before the late 1994 many lawmakers and other individuals have had the concerns of
discrimination in jobs, country wide. For example, the harassment against gay, lesbian, bisexual and
transgender employees continues to be pervasive, even as more companies have adopted non–
discrimination policies (William Institute, University of California Los Angeles School of Law,
2012). However, the year of 1994 a law was presented at all United States Congress with the
exception of the 109th. The law prohibited employment discrimination on the basis of sexual
orientation or gender identity. This law that ensures equal security was known as the Employment
Nondiscrimination Act (ENDA). By the year of 2007, the legislation for the LGBT gained the
security ... Show more content on Helpwriting.net ...
The Employer Nondiscrimination Act has the component to give all equal rights to same–sex
couples in the work area. This being said a worker cannot be and judge based on whom he/she
choose to love. All employees in the work area must be with the same respect and judgments. It
means that employees have to be judged by their quality of work in the job. Thus, the majority of
American companies have already set protections similar to ENDA, including 96.6 percent of
corporations on the Fortune 500 list (The Washington Post, 2013). The supporters view results do
not just promote equality in the country, but it also shows other countries how much United States
can improve by giving all citizens equal rights. Some of the law's supporters also believe that the
bill will help society because it is a step forward to acceptance bringing families and communities
closer together to worry about other issues concerning the country. It will also increase the labor
force participation percentage to increase as more protection is being given to employees. It would
benefit the country as more and more jobs can be created and will not have to spend so much money
on early retirements. As discrimination continues to be a problem for LGBT worker, it is more likely
that they will quit the job, and increase unemployment. It can sometimes have a consequence in the
business because it prevents a worker from

The Age Discrimination in Employment Act (ADEA) of 1967 was created to "promote employment
of older persons based on their ability rather than age; to prohibit arbitrary age discrimination in
employment; and to help employers and workers find ways of meeting problems arising from the
impact of age on employment" (as cited in Rothenberg & Gardner, 2011, p. 10). The act was
intended to help the older workforce stay employed and prevent employers from discriminating
against employee because of his/ her age. Also, a study showed that "between the years of 2000 and
2010, the number of employees over the age of fifty–five increased by over 11 million and the
number of age discrimination cases reported to the Equal Opportunity Commission (EEOC) also
increased by over 8,000 during those same years" (Tauro, 2014, p. 256). Therefore, these statics
prove that ... Show more content on Helpwriting.net ...
Mrs. Baker has knowledge that the top managers has made comments that suggest discrimination
based on age, but if she does not have records of those statements then it is really just hear say and
will not hold up in the court of law. In the court case of Gross v. FBL Financial Services (2009), the
court ruled in favor of Gross but then the ruling was overturned because the plaintiff could not
provide sufficient evidence that he was demoted because of just his age (Meng, 2010). The judge
stated that in order for the ruling to be in favor of the plaintiff, in an ADEA discrimination claim, the
employee must provide that his/ her age was the main reason (the "but–for" cause) for the employers
reasoning behind the demotion or firing (Bible & Sanders, 2009). When this ruling is applied to the
scenario, Mrs. Baker must have strong evident that the main reason behind her termination was her
age in order for the court to rule in favor of

Employment Discrimination And Bona Fide Occupational...
Employment Discrimination
Introduction
In this week's assignment, we will discuss employment discrimination. First I will share the results
of researched conducted on the internet about specific case involving employment discrimination
and bona fide occupational qualification (BFOQ). Next I will discuss the following questions that
have been posed, first should Title VII of the Civil Rights Act of 1964 apply to every company,
regardless of number of employees? Secondly should race and color be permissible bona fide
occupational qualifications or should the BFOQ exceptions to employment discrimination be
removed completely?
Employment Discrimination Internet Research For the first part of this paper I used the internet to
conducted research on cases involving employment discrimination and bona fide occupational
qualification (BFOQ). The case I discovered in my research is court case titled Anderson v. City and
County of San Francisco. This case involves a group of sheriff 's deputies (the plaintiff) claimed that
the City and County of San Francisco had unlawfully discriminated against them in establishing and
implementing a policy that prohibited male deputies from supervising female inmates in single–sex
housing units at jails (Barran Attorneys, 2014). The plaintiff in this case claimed that counties policy
limited their job opportunities and potential for career progression and that this constituted
discrimination was based on their gender. The City and County of San

Employment Discrimination Law
liability and remedies. In the United States, sexual harassment is covered under employment
discrimination law as a form of discrimination on the bases of sex (Agba,2014).
The legal tradition in Europe, while also recognising sexual harassment as employment
discrimination has emphasized the harm caused by sexual harassment to men and women in the
workplace.
These laws depend on the reports of sexual harassment by victims and anyone else affected by the
harassing behaviour (Ogunmosunle, 2012). In most cases, sexual harassment is underreported. Most
of the workers who have ever been sexually harassed have never taken any formal action notably
because they did not consider the harassment to be serious. The decision not to report is in most
cases

Employment Discrimination on the Basis of Gender Identity...
Transgender individuals are disproportionately affected by discrimination in the workplace. In 2011,
the National Gay and Lesbian Task Force and the National Center for Transgender Equality released
the report "Injustice at Every Turn," which details the discrimination faced by transgender and
gender non–conforming individuals. The report revealed that across all employment sectors 90% of
respondents reported experiencing harassment or mistreatment on the job or took actions to avoid it,
and 47% experienced some sort of adverse job outcome (did not get a job, were denied a promotion,
or were fired), 26% of which lost a job due to being transgender (Grant et al. 51–53).
In the public sector specifically, there are approximately one ... Show more content on
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In 2002 to 2003, 37% of gay or transgender state and local government workers with law degrees
indicated they had been verbally harassed and more than 25% reported experiencing some other
form of discrimination (Burns 9).
These findings demonstrate that discrimination on the basis of sexual orientation and gender identity
is a major problem and exists in many areas of the public sector.
Economic effects of employment discrimination
In addition to the negative effects experienced by transgender individuals, discrimination based on
gender identity negatively affects discriminatory employers and society in general. According to
John Donahue, the neoclassical model of the labor market can be extended to analyze labor market
discrimination. Discrimination is introduced to the model as an aversion by employers to certain
groups even though all groups are equally productive. Such employment discrimination results in
market inefficiency and hurts the economy. The benefits of an efficient market include: more goods
and services that will be available to satisfy wants and needs of citizens, and nonmaterial benefits
emerge from greater economic productivity. Donahue reasons that there are political advantages to
an efficient economy because economically developed countries have stable democracies because
affluence tends to reduce

Title VII Employment Discrimination Cases
Disparate treatment entails claims of deliberate and intended discrimination in which the employer
knowingly and intentionally discriminated against people on the basis of specific characteristics
such as race or sex. In contrast, disparate impact or also known as adverse impact focuses on the
effect of employment practices rather than on the reason or purpose underlying them (Heneman,
Judge, & Kammeyer–
Mueller, 2012). Theoretically, the main differentiation between disparate
treatment and disparate impact is the intent of your employer. Disparate impact involves a policy
which your employer may not have intended to be discriminatory, but which nonetheless affects one
entity more negatively than another. Disparate treatment, on the other ... Show more content on
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If an employer treats some job applicants who are protected under the civil rights laws less
favorably than others because of their protected status, the applicant may have a Title VII claim. A
causal connection between the applicant's protected status and less favorable treatment may be
proven under a disparate treatment theory. Equally important, proof of discriminatory intent is
required in a disparate treatment case. The employer's motivation and intent can be proven through
circumstantial evidence that the job applicant was treated less favorably than similarly situated job
applicants outside of the protected class. Essentially, the burden of proof for a Title VII disparate
treatment case is based upon the burden–shifting test that the United States Supreme Court
articulated in McDonnell Douglas Gorp. v. Green. In this influential case, the Court established the
well organized framework to determine whether employment discrimination occurred due to
disparate treatment. To prove a prima facie case in an employment discrimination case based on
disparate treatment, a plaintiff must show that he/she is a member of a protected class who applied
for and was qualified for a position but was rejected based on his protected status. The

Employee Discrimination In Employment Law
The number of unlawfully terminated individuals is pretty high. Harassment as well as
discrimination at work is also a very frequent problem. Workers have the rights to protect
themselves against unjust treatments and abuses at work. It is far better to seek lawful assistance
from experienced employment attorney nyc to acquire good result. Employment law, also referred to
as labor law, is primarily designed to help keep employees safe and ensure they're treated fairly.
Employers also have rights, which are also protected by the employment law. Under the
employment law are a number of legal requirements and recommendations. With that, it's very
important that have a trusted lawyer that could give good legal counsel. It is probable for employees
... Show more content on Helpwriting.net ...
In connection to that, they've taken care of a lot of cases, and which is exactly why they are also
updated with the new laws and the changes made in the legal system. They know the value of your
job therefore, they want you to have the payment that you should have if you were terminated
unlawfully. Most of the time, a nyc employment attorney will be listening to you as you narrate the
series of events that leads to the dispute. They'll analyse the very fact so as to evaluate if the case
has any merit. Through the help of NYC employment attorneys, a plaintiff can guarantee that he is
acquiring proper legal representation. They are the experts which will confidently face the
defendants before the court. With the services of an expert employment lawyer, you can obtain the
justice you should have. An experienced and seasoned employment lawyer in your favor is the best
thing that you could have when you're trapped in an employment dispute. This is necessary
particularly if your family solely relies to you. One cannot simply understand how the legal system
functions unless they have legal experts helping them out. With an expert employment lawyer
helping you out, you've got the fighting chance to raise your voice against work

Ethnic Employment Discrimination Among Immigrants

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