Discrimination and other laws
She should base on Law enforced by EEOC, which protects employees from being discriminated against.According to the EEOC’s enforced laws, it is unlawful to discriminate against employees or applications because that particular employee belongs to a certain race, gender difference, the age he is disabled,has different color with other employees, or because of his religion or sex differs from others. Further, the law states that it is unlawful to retaliate against a person he was against the act of discrimination. He filed a discrimination charge or partied in investigating employment discrimination. The law does not allow discrimination in all aspects of employment, and it requires that all employees be treated equally despite their differences.
There are other civil rights of states that protect employees that I had not learned before from being discriminated in their particular organization, although such form of discrimination has not yet been covered in federal civil rights laws. For instance, chapter 5 of the local acts of 1965 also prohibits acts of discrimination based on race, color, religion, sex, and national origin. The law requires people to treat one another equally and with pace despite some people coming from other nations. The act of ADEA ( Age discrimination in employment act) is against employers who discriminate against their employees because of their age. Finally, the Genetic information of the law of the non-discrimination act of 2008 is against employers who use individuals’ genetics to make decisions when hiring, firing, placing jobs, or promoting their employees. It requires that employers should be fair to their employees, and they should treat them equally.
To justify my employment decision, the factors that need to be addressed include the working experience, education, and the meeting of the organization
‘s requirements. Any organization would wish employees familiar with the particular field he is looking for; his level of education must meet the organization’s expectations and attitudes towards an organization. After interviewing the African candidate, he had not met most of the requirements. That is why he never got a job in our organization, although denying him a vacancy was associated with discriminatory acts because of his color.
Reference
Neumark, D., Burn, I., Button, P., & Chehras, N. (2019). Do state laws protecting older workers from discrimination reduce age discrimination in hiring? Evidence from a field experiment. The Journal of Law and Economics, 62(2), 373-402.
McLaughlin, J. S. (2020). Falling between the cracks: Discrimination laws and older women. LABOUR, 34(2), 215-238.