Jack Carter Wrong:Discrimination Not Just Gender/Race

Jack Carter's statement is not true because he only believes that discrimination towards workers in an organization should only be evaluated based on gender or racial origin. However, this is not true because Title VII of the Civil Rights Act (1964) states that discrimination by employers should be in reference to employees' color, sex, nationality, racial origin and religion (Bringle, 2014; Uhl, 2015)). As such if any employee in Jack Carters' Laundromat has a justified claim that he/she is facing discrimination by his employer, Jack could face a lawsuit under the protection offered to workers by the Civil Rights Act. Currently, from the excerpt, there is no worker who has currently approached Jack with any complaint on discrimination while working at his organization. Nevertheless, if any of the workers file an official complaint to a labor office regarding the unequal treatment at the Laundromat, Jack and his business could face charges for discrimination.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

Response to 2-20

In compliance with the requirements of the Civil Rights Act, Jennifer should ensure that nondiscriminatory treatment is used in the system for remunerating workers at the workplace. For instance, she is aware that the 73-year-old worker in Jack's Laundromat has decades of working experience in his work. However, the stated worker is paid approximately half of what fellow workers receive even though they are about half his age and lack an equal level of work experience in the Laundromat job. As such, Jennifer should correct the problem at Carters' Laundromats by equating all salaries paid to workers with the age of experience the employees have in their job. Also, workers with the same level of experience at the organization should be offered a similar level of payments as wages for their services. Also, the level of work experience in each worker should be considered by Jennifer when determining any level of promotion that should be accorded to any staff member at the Laundromat. Subsequently, the initiative will aid in promoting the equality of workers functioning at Carters' establishments.

Response to a Post

The featured post is also right in stating that although there are no official discriminatory complaints that have been made to Jack, there are questionable practices at his organizations that should be measured considered discriminatory. Also, it is true as cited in the post that the low payment of the 73-year-old worker compared to junior workers at the Laundromat is due to workers' discrimination (Pearson Education, 2013). Lastly, indeed, the lack of sufficient training of the managers at the Laundromat is disconcerting. Also, the issue can indeed be ruled to be a primary phenomenon that has contributed to the development of discrimination of workers at Carter's Laundromats.

The post is also accurate in stating that Jennifer should eliminate all form of harassment in the Laundromats (Pearson Education, 2013). In this case, Jennifer should investigate the sexual harassment allegations towards female workers and also train all workers on how to behave while at the workplace. Subsequently, this will aid in creating a healthy work environment where all workers can perform their work roles efficiently. Ultimately, and most importantly, Jennifer should ensure that all complaints and interview biases are well documented. Additionally, this will be an effective strategy of ensuring that such complaints and interview biases do not occur again in the future.

References

Bringle, J. (2014). The Civil Rights Act of 1964. New York, NY: The Rosen Publishing Group.

Pearson Education; Inc. (2013). Human Resources Management, 13th Ed, Garry Dessler, 2013: Human Resources Management. Jakarta, Indonesia: Bukupedia.

Uhl, X. M. (2015). Passing of the Civil Rights Act of 1964. Edina, MN: ABDO.