Discrimination in the Workplace
Abstract
Our Company is committed to the principals of Equal Employment Opportunity and to making employment decisions based on merit and value. We are dedicated to conforming with all federal, state, and local laws concerning Equal Employment Opportunities, as well as all laws associated to terms and conditions of occupation. We desire to maintain a work environment which is free of harassment or discrimination because of age, race, gender, sexual orientation, physical disability, ethnicity, parental status, marital status, personal habits (tobacco use), religion, appearance or any other status protected by federal, state or local laws. Furthermore, LSA Logistics will make every realistic effort to accommodate those physical or mental restrictions of an otherwise skilled employee, unless uncalled-for hardship would result for the Company.
Key words: Age, Race, Gender, Sexual Orientation, Physical Disability, Ethnicity, Parental status, marital status, Personal habits (tobacco use), Religion, Appearance
Our company’s need for a sexual orientation discrimination policy is because local and state laws require a policy to prevent this discrimination from happening. “Sexual orientation” is the preferred term used when referring to an individual’s physical and/or emotional attraction to the same and/or opposite gender. Gay, lesbian, bisexual and straight are all examples of sexual orientations. A person’s sexual orientation is distinct from a person’s gender identity and expression. (http://www.hrc.org/resources/entry/sexual-orientation-and-gender-identity-terminology-and-definitions) Section 5 of the Fourteenth Amendment (1) empowers Congress to enact legislation that “deters or remedies constitutional violations.” (2) Recently, Congress has begun to consider exercising its section 5 power to pass a piece of antidiscrimination legislation. If enacted into law, the Employment Nondiscrimination Act of 2009 (3) (ENDA) would prohibit the states, as well as other employers, from discriminating against their employees on the basis of sexual orientation and gender identity. (4) If the Supreme Court, in turn, takes a case that requires it to determine whether sexual orientation or gender identity is a suspect classification, it should consider ENDA, if enacted into law, as one factor that weighs in favor of an affirmative answer.( http://www.questia.com/read/1G1-235324198/employment-discrimination-congress-considers-bill) Unfortunately, there is currently no federal statute prohibiting private sector sexual orientation discrimination in the workplace. Here at LSA Logistics we have a sexual orientation policy because we want all our employees to feel safe regardless of their sexual orientation.
The Term Paper on Does The Military Continue To Have Sexual Harassment And Discrimination
“Does the Military Continue to Have Sexual Harassment and Discrimination Against Women in the 90’s?” Yes, the military does have sexual harassment and discrimination against women in the nineties. “Firestone and co-researcher Richard J. Hurns analyzed a 1988 DOD Survey of men and women in the military and found that 51.8 % of men and 74.6% of women reported either ...
LSA Logistics does not discriminate against employees because of their physical disability. A disability for purposes of the Americans with Disabilities Act or ADA is a physical or mental impairment that substantially limits a major life activity. What constitutes a major life activity is broadly defined to include basic tasks like walking, reading, bending, and communicating, as well as major bodily functions such as functions of the immune system, regular cell growth, digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine, and reproductive functions. If impairment doesn’t meaningfully limit a person’s capability to perform a main life activity, it isn’t a disability protected by the ADA. Temporary ailments also don’t count as disabilities. (http://www.nolo.com/legal-encyclopedia/disability-discrimination-workplace-overview-of-30123.html) We at LSA Logistics recognize the need for a disability policy and enforce our policy to the full extent.
The Essay on Child Protection Policy
Approximately 4 out of 10 children in Grades 1-3 and 7 out of 10 in higher grade levels have complained of verbal abuse by their teachers; 36. 53 % of children in Grades 4-6 and 42. 88% of high school students surveyed indicated they have experienced verbal sexual violence in school and 11. 95% of children in Grades 4-6 and 17. 60% of high school students have experienced inappropriate touching. • ...
Our Ethnicity discrimination policy is to protect an individual’s nationality or cultural and traditional background. Our business is logistics and the need for this policy is because we do business with and employ a diverse group of people. Emerging cultural competence results in an aptitude to recognize, connect with, and successfully relate with people across cultures, and work with varying cultural beliefs and schedules. Our diverse workforce allows us to capture a greater share of the consumer market. A diverse and inclusive workforce helps LSA Logistics avoid employee turnover costs.
Parental status discrimination means treating employees differently solely because of their parental status: because they do or do not have children. One definition that applies to federal employees includes the following forms of parental status: a biological parent, an adoptive parent, a foster parent, a stepparent, a custodian of a legal ward, in loco parentis (in the place of a parent) and actively seeking legal custody or option. Examples of marital status discrimination include: Different treatment: you are not promoted because the company thinks you’ll be reluctant to travel or work long hours because of your children, you are harassed because you are a single mother with children, or, as a single employee, you are forced to work longer hours to cover for employees with children. Benefits: your company pays health insurance benefits for the children of married employees, but not for the children of single employees or domestic partners. LSA policy on parental discrimination is in accordance with state and local laws. (http://www.employmentlawyeroftexas.com/articles/parental-status-discrimination/)
The Essay on Children and the Single Parent
Single parenting begins with the divorce of a couple who have children. Approximately ninety percent of all minor children live primarily with their mothers. Non custodial fathers usually have less than biweekly contact with their children, and involvement usually declines as time goes by. Since most single-parent households are mother-headed, and have only one income, often below that of a man. ...
