Week 5 Discussion J Wilson, psychology homework help – writinghub.net

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The Uniform Guidelines on Employee Selection Procedures (UGESP) are guidelines that require employers to inspect the processes they use to hire, promote, or terminate employees, and make sure they are fair and nondiscriminatory.  As we can see Abercrombie & Fitch has managed to upset a lot of people in recent years.  When a Muslim woman name Samantha Elauf was denied employment at Abercrombie & Fitch for wearing a head scarf (hijab), the EEOC successfully sued the company in a case that went to the Supreme Court in 2015.  They refuse to make clothes for plus-sized women.  Also according to Reed Marcy, an attorney representing the plaintiffs, said employees were treated wrongfully by the company forced workers to buy new Abercrombie clothes every time a new sales guide came out.  It was said this is a violation of the state’s labor codes. The suit also alleges the retailer failed to reimburse employees despite obligating them to wear a specific uniform which is another violation. The U.S. allows companies to set prices, and workers negotiate wages, the government establishes parameters, such as minimum wages and antitrust laws that must be followed. We also feature the world’s most advanced financial markets, is 82% economically free. While certain U.S. industries generate more government scrutiny than others, private companies, rather than the government, control most sectors; this country also practices free trade with much of the world.

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin. Title VII, the ADA, and GINA cover all private employers, state and local governments, and education institutions that employ 15 or more individuals. These laws also cover private and public employment agencies, labor organizations, and joint labor management committees controlling apprenticeship and training. Due to the proliferation of religious discrimination claims, the law is evolving rapidly and often in challenging ways for employers. While employers maintain significant discretion when it comes to regulating their workplaces—from scheduling to physical appearance—in the wake of this spike in religion-based claims, employers would be prudent to revisit their policies for addressing conflictive employee religious practices, and their methods and procedures for determining whether an accommodation is needed. In other words, employers must carefully draft and enforce policies that allow them to meet their increasing legal obligations withoutundermining their control over the workplace or negatively affecting their bottom lines.





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