Discussion board home work help OMM618 Human Resource Management

Questions/Business/ManagementDiscussion board home work help OMM618 Human Resource Management
Read “Case Studies of Age Discrimination in Job Ads”. Select two out of the five case studies and present your defense strategy as if you were the HR representative for the company that potentially violated EEOC guidelines. Try to explain why you may be in compliance, or simply defend your company in lieu of a potential lawsuit. In order to provide a thorough analysis, please use at least two other sources in addition to the official EEOC website. Case Study 1 Steve, a 67-year-old man, saw an ad in the newspaper for a cashier at Groceries and More. Their advertisement specified that: “Applicant must be young and energetic and possess excellent customer relations skills. Applicants who are selected would be required to stand for long periods of time and to lift 25-35 pounds.” Steve contacted the EEOC to institute a charge against Groceries and More. In this case, the EEOC would find a violation. By use of the word “young,” the ad specifically indicates a preference, limitation, specification, or discrimination based on age. Such an ad would almost certainly deter many qualified older persons from applying. Note that if the same ad appeared with only the word “young” deleted, it would probably be acceptable. Persons of all ages can be energetic and possess excellent customer relations skills. Further, the requirements to stand for long periods and to lift 25-35 pounds are not age-related criteria and, in any event, appear to be legitimate requirements for the job in question.
Case Study 3 Matty, a 45-year-old woman who is actively seeking part-time employment, contends that she was deterred from applying for a position because of the employer’s ad. Clean Clothes, a local laundromat, advertised in the newspaper as follows: “Opening for a person seeking to supplement pension. Part-time position available for Laundromat Attendant from 8:00 a.m.-1:00 p.m., Saturday-Wednesday. Responsibilities include dispensing products sold on premises, maintaining washer, dryer, and vending machines. Retired persons preferred.” This ad limits the applicant pool by indicating a preference based on age. Persons rarely receive pensions or attain retirement status before 55 and frequently not until age 65. Thus, the ad deters younger persons within the protected age group (i.e., persons over 40 but less than 65) from applying. Therefore, it is a violation.
200 words on each case study

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BestSolutionMasterA 397 TUTOR Posted 934. Sold 839. Bought 3. Asked 8. Solution preview:
Read “Case Studies of Age Discrimination in Job Ads” Select two out of the five **** ******* *** ******* **** ******* ******** ** ** *** **** *** ** representative *** *** **** **** potentially ******** **** guidelines *** ** ******* *** *** *** ** ** ******** ** ****** ****** **** **** ** **** ** * potential lawsuitRead ***** ******* ** *** Discrimination ** *** **** ****** *** *** ** *** **** **** ******* *** ******* **** ******* ******** ** ** *** **** *** ** representative *** *** **** **** potentially ******** **** guidelines *** ** ******* *** *** *** ** ** ******** ** ****** ****** **** **** ** **** ** * potential *******

Attachments
Case study 1.docx
Case study *
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**** *** organization ***** ** ** ***** ******* **** *** **** ***** *** regulations ******* ** ** ***** **** **** **** ****** *** *** ***** *** *** ** ** ***** **** ** **** ******** ******** **** *** ******* **** **** ***** ******* **** **** *** applicant ** ****** ** ***** ** *** *** *** *** ******** ** **** **** *** ******* ** ***** *** **** ******* ** **** ** ***** ultimately **** * **** ** *** ****** *** ***** ** ***** **** *** organization responsible ******* ******* **** ** **** ** *** ******** **** ***** ** **** *** applicant ** ******** ** ** **** ** ***** ***** ****** ***** ******** **** sometimes ***** *** ** scenarios ***** ***** *** *** ** **** ** **** ** ***** ****** *** **** ** ** **** ** ***** ***** *** ******** **** ** ***** **** ******** ****** ******* ***** ***** ** *** ***** ** ***** **** *** organization responsible **** *** organization ** ***** **** **** *** **** accusations **** **** ***** ***** ** * ****** ******* ****** ******** * ****** *****
ReferencesCase study 2.docx
Case study *
In the provided scenario Matty is a ** year old woman who is on the ******* *** **** **** employment *** *** *** **** ******** **** ******** *** * *** **** ***** ******* *** ** ******* *** ** ** *** ******* *** * supplement ******* ** *** **** *** ** ** ******* ** ** ** **** ****** *** ****** **** * particular *** ***** *** ** ****** ** ** ******* *** *** ****** ** ***** ***** ***** ** preventing **** providing ******* ****** **** *** *** opportunity *** ******* discrimination ******* ****
** * ** ** ******* ** **** *** ***** ******** management ***** ** **** ** ***** ** **** ** organization * ***** ***** **** *** ***** *** ******* * **** ** *** opportunities *** ****** *** *** ***** *** *** ** ** *** ** ***** ***** ***** *** **** *** **** **** **** *** ******** ** ******* ******* **** ****** ** ***** ****** *** *** *** **** *** **** mentioned ** *** **** ***** *** **** *** ******** ****** ***** ***** ** ******** ** * ******* ****** ******* *** * ** ******* **** ** **** ***** **** ** *** *** ** * *** ** **** ***** **** *** **** *** ****** ***** **** ** opportunity ****** certainly ** ******** ** **** (Fineman, *****
ReferencesPrice: $15.00

mohawkbodyF 14 TUTOR Posted 113. Sold 73. Solution preview:

Attachments
Case Study DS.doc
Case Study I
There is discrimination as stated by the ** year old person because ****** ***** **** **** *** *** ******** ** **** * **** ** ***** **** *** discrimination *** statement ** *** *** “Applicant **** ** ***** *** energetic *** ******* excellent ******** relations ****** Applicants *** *** ******** ***** ** ******** ** ***** *** **** ******* ** **** *** ** **** ***** ******* ** ** ****** targeting *** minorities, ***** ** exploitative, ****** ** *** ** * ***** ******** ** ******* ** business, *** ** ** ** ** *** ******* ** *** ******* *** manipulative *** **** specification “young” ** ** ** ******* **** *** ** statement, **** *** ****** *** ** **** *** irrespective ** *** *** ** ***** ****** **** *** ******** **** ‘young” ***** **** *** ** *** *** non-violating **** ****** ***** ******* ***** ****** ** irrelevant ** ******* ** *** ** *** *** irrespective ** *** *** ** *** *** ** *** ***** increasing employment opportunities ******* *** *** ****** ** ** ***** ******* ******* *** groceries ** *** ***** ****** Employment Opportunity Commission), *** groceries ** ****** ** ** penalised ***** *** provisions ** ******* §****e-**, ***** Employment opportunity *** ****** *** ** *** ***** ****** **** ***** * *** Discrimination ** Employment *** ** ***** *** ***** **** *** ** ** discriminatory, *** ****** *** “disparate treatment” ****** otherwise *** groceries *** ****** **** *** ** statement *** *** ** job-related ** consistent **** ******** necessity
**** ***** ***
** ***** **** *** ***** Laundromata *** ***** *** discrimination, ***** ** ******** *** *** **** *** ***** ** **** *** discrimination ******* ***** *** **** “Retired ******* preferred“ ** ******** *** ***** **** ** *** *** ****** ******* ****** **** *** ******** ** intentionally ******* *** *** description ****** *** ******* ******** ** “opening *** * ****** ******* ** supplement pension”, ***** ******* **** **** ******* ****** *** *** **** *** *** ******* ***** *** **** ** supplement ***** ******* ** *** ****** ** ***** typically **** *** ******* ******* **** ***** ***** * ****** **** ***** ******* **** **** *** *** ******* ** **** **** advertisements ***** ***** Employment Opportunity *** *** *** **** ** ****** ** ** investigated *** *** ******** necessity ** *** *** particular discriminating **** *** ** ** penalized ** ***** ****** ***** *** **** * **** ** *** *** Discrimination ** Employment **** ****** *** ****** **** *** *** ***** ** *** ***** ***** *** *** possibilities ** **** ***** ****** *** laundromat **** ****** ** ** ******** ** ***** *** ***** ** disparate ****** ** **** ***** ***** ***** ** *** *** ***** ** ***** *** *** **** *** ******** *** discriminating **** *** ******* *** **** ***** *** ***** ******** *** discriminatory ****** ****** *** employer’s **
References;
****** * * ****** *** discrimination ** employment *** *** *****Price: $20.00

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