Essay On Employment Discrimination

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
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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

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

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

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

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 theirsexual 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 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 employmentdiscrimination,
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,

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

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 Helpwriting.net ...
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.

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

Age Discrimination In Employment Act Of 1967
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 Helpwriting.net ...
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

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 ...
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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

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–ВMueller, 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 Helpwriting.net ...
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

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

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

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

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

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 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

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 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 Helpwriting.net ...
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

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

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 Helpwriting.net ...
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

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,

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

Appearance Discrimination in Employment
Appearance discrimination in employment: Legal and ethical implications of "lookism" and "lookphobia"
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DOI (Permanent URL): 10.1108/02610151311305632
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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 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 ...
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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

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.

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

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

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 genderdiscrimination 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

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

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 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

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

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 herreligious
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

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

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 agediscrimination 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,

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