Equal Employment Opportunity Act and Commission

EQUAL EMPLOYMENT OPPORTUNITY 1

EqualEmployment Opportunity Act and Commission

UniversityAffiliation

Employers have to consider various laws before making hiringdecisions. In particular, many statutes have been enacted toeliminate discrimination at the workplace. Factors such as age, sex,social status, ethnicity, and religion sometimes form the basis forbiased recruitment decisions (Heckman &amp Verkerke, 2015). Otheremployees also favor family members, relatives, and close friends. Onthe other hand, some laws are designed to safeguard the independenceand decision-making capacities of managers. Such statues areessential since they recognize an owner’s right to determine thepersonnel needs of his organization. TEAM FUN! should review itsinternal procedures to ensure that the company is covered against anydiscrimination charges.

Conclusion

Indeed, TEAM FUN! must consider its processes and procedures toguarantee the entity adheres to all employment laws and regulations.Notably, the firm has won previous cases of discrimination. Forexample, a court case filed by a woman was duly dismissed. The ladyhad sued the company for failing to award her a job to advertisemen’s baseball gear. In this case, the bona fide occupationalqualification (BFOQ) could have been used as a probable defense sinceit gives employers the discretion to select particular genders forspecific jobs (Cavico &amp Mujtaba, 2016). Furthermore, Fred’sdiscrimination case was dismissed because he could neither do thetreadmill nor lift big weights. Hence, his age of 57 was a non-factorin the decision to move him from fitness demos to stock management.However, the company is open to discrimination since all warehouseworkers are female while all the retreat workers are female.Consequently, TEAM FUN must shuffle its employees to insulate itselfagainst any discrimination charges.

References

Cavico, F. J., &amp Mujtaba, B. G. (2016). The Bona FideOccupational Qualification (BFOQ) Defense in EmploymentDiscrimination: A Narrow and Limited Justification Exception. Journalof Business Studies Quarterly, 7(4), 15.

Heckman, J. J., &amp Verkerke, J. H. (2015). Racial Disparity andEmployment Discrimination Law: An Economic Perspective. Yale Law &ampPolicy Review, 8(2), 6.