Decision Making Scenario

Decision Making Scenario - From Bad to Worse

What are the major categories of legally protected employees? (Please review The Equal Employment Opportunity Commission home page (http://www.eeoc.gov) for current information on diversity issues and discrimination.

The major categories of legally protected employees are age, citizenship, disability or medical condition, ethnicity or national origin, gender identity, language abilities, marital status, political affiliation, pregnancy, race or color, religion or creed, sex or gender and sexual orientation (Leonard, 2012). According to the information available on the EEOC website and related websites that offer assistance in this area, the EEOC has remained active in addressing issues pertaining to diversity and discrimination (Livingston, 2005). The EEOC identifies sexual harassment, sex, retaliation, religion, race/color, pregnancy, national origin, genetic information, equal pay/compensation, disability and age as the types of discrimination that come in the scope of the EEOC's processing (McKitterick, 2012).

What are the guidelines for Connie Perez's complaint?

The guidelines provided by the EEOC for individuals who perceive that they have been subjected to discrimination (on the grounds of age (40 or older), color, disability or genetic information, national origin, race, religion or sex), state that the individual in question should file a law suit against the employer (McKitterick, 2012). If necessary, a law suit may also be filed for the victim by a third party. This is generally exercised in cases where the identity of the aggrieved party has to be concealed. However, there are certain time limits that are applicable with regard to the filing of the law suit (Livingston, 2005).

Once the charge has been filed, the aggrieved party may be asked to engage in mediation in order to resolve the matter informally and confidentially. The mediation phase is allowed to progress until it either reaches a sound resolution or breaks down altogether (Livingston, 2005). In such cases, the case is then forwarded to an investigator in order to find and identify evidence that may either prove or disapprove the charges made. If the investigating committee finds evidence that proves the charges made by the aggrieved party, the EEOC attempts to serve as the authority in bringing the matter to a settlement between the involved parties (Livingston, 2005). If no evidence is found, the aggrieved party is given a Notice of Right to Sue which means that the aggrieved party may pursue the case in a court of law.

What are the major issues for CMC and ...