Management law

In hiring a prospective employee, there are legitimate reasons for not hiring someone. For example, the prospective employee may not meet legal requirements (i.e., he or she is a minor and cannot complete the tasks of the job based on the young age) or positional requirements (i.e., he or she does not have the required experience or education for the position and the employer demonstrates this requirement as a business necessity).

Neither of these examples is discrimination. However, there are protected classes that cannot be discriminated against. Title VII provides five protected classes that cannot be discriminated against. For review of the protected classes, see page IV of this week’s module. However, Title VII only applies to companies with 15 employees or more.

Further, the bona fide occupational qualification (“BFOQ”) can be argued as a reason for discrimination by the employer, even of the protected classes. Importantly, though, is that race and color (two of the five protected classes under Title VII) are not on the list of permissible BFOQs.

For this assignment, complete the following:

Using the internet, research a case where an individual claimed discrimination, either in his or her hiring or firing, and the employer argued a permissible BFOQ was the reason behind the failure to hire or behind the firing.
Identify and clearly define the relevant law utilized by the court in determining the outcome of the case. This includes defining applicable legal doctrine, provisions of a law, or elements of a specific cause of action.
Apply facts from the researched situation to the applicable law, doctrine or cause of action researched.

Then, address the following:

Should Title VII apply to every company, regardless of number of employees?
Should race and color be permissible bona fide occupational qualifications or should the BFOQ exceptions to employment discrimination be removed completely?

In answering these questions, be sure to consider the effect on the business world and on society generally. Clearly summarize lessons learned from the week as they apply to your researched case. Identify new thoughts or ideas based on the module information and identify any related ethical issues.

Your paper should be 2-3 pages in length, not including the title or references page. Review the grading rubric, which can be accessed from the Course Information page, and make sure to follow the CSU-Global Guide to Writing and APA Requirements.

……………….Answer Preview……………….

Introduction

Bona Fide Occupational Qualification, popularly known as BFOQ, refers to the characteristics of an individual that an employer is allowed, under law, to consider while hiring or firing employees. These characteristics when looked at in different perspectives can constitute to discrimination and hence a violation of civil rights employment law. These characteristics include age, race, and nationality among others. Under law, Bona Fide Occupational Qualification cannot be used as a sword but can only be used as a shield (Macdonald, 2014). This means that a plaintiff cannot bring an action to court basing a case on Bona Fide Occupational Qualification but a defendant can use it as a defense.

Case on Discrimination

In the case of McDonnell Douglas Corp vs. Green, the complainant filed a complaint with the equal employment opportunity…..

APA

794 words