Sexual Harassment History And The Legality Of The Court...

Module One Paper One-Case Studies Student: Evan Lewis Instructor: Troy W. Harter MBA 6600EOL February 14, 2015 Case Questions 1-3, page 80 Do you agree with the court s decision? explain. I understand that Gannon University has a documented sexual harassment history and the legality of the court decision I agree with. The facts are simple as it relates to our laws. The court understands that there is abuse in the workplace, but focusing on ministerial exceptions with the use of the First Amendment at times can shield a organization such as this. The courts found that the exception does not apply to employment decisions concerning individuals with administrative functions. In this case the chaplain had a position that was a†¦show more content†¦Given the power that religious organizations have under Title VI I, how do you think employment discrimination concerns can be addressed in the religious workplace? I feel employment discrimination concerns can be addressed quite simply in the religious workplace by implementing an organizational policy addressing ministerial exceptions and first amendment rights in relation to respecting an establishment of religion with state. Through ongoing training with staff covering religious rights in the workplace I would give detail and clear guidance on how to notify individuals and supervisor to make a discrimination complaint without retaliation. Case Questions 1-3, page 101 1. After being sued but before trial, why do you think that the agency promoted a larger percentage of Blacks than whites when a large percentage of whites actually pass the exam? This type of situation is somewhat common in the workplace. In this case it caused the black employees who had been promoted provisionally to supervisors pending a passing score on a written examination that had been given to all potential candidates. I agree with the findings that there has been a desperate impact in the number of Blacks passing the test at 68%. The uniform guidelines for employee selection procedures the 4/5 rule, 20% margin permissible