Employment laws have been developed to protect employeesÃÂ rights, but this has not always been the case. Prior to the Industrial Revolution, employees and employers had equal bargaining power in most instances; after the Industrial Revolution power shifted in favor of the large employers, and issues regarding working conditions, pay, hours and child labor arose (Cheeseman, 2007). Today employees have many rights, including the right not to be discriminated against, which will be discussed in this paper with regard to the federal employment law that pertained to the situation. This paper will also describe how the federal law was effective in resolving the situation, the actions the employers were obligated to perform in complying with the federal employment act, and how the situation could have been handled if the worker involved was a contract laborer or a union member.
Employment SituationA Caucasian female supervisor was promoted to a managerial position which created a situation with a Hispanic male supervisor who wanted the promotion.
The male supervisor believed he was being discriminated against because he was a Hispanic male and made allegations that the Caucasian female received the promotion because she was having an affair with the plant manager. The supervisor who did not receive the promotion believed he was being discriminated against based on race and sex as prohibited by Title VII of the Civil Rights Act of 1964.
Title VII of the Civil Rights Act of 1964.
Title VII, also called the Fair Employment Practices Act, was enacted by Congress to eliminate job discrimination based on (1) race, (2) color, (3) national origin, (4) sex, and (5) religion (Cheeseman, 2007). Title VII is one of 11 provisions of the Civil Rights Act of 1964, which was proposed by President John F. Kennedy in 1963, but passed in...