'Affinity Orientation Discrimination Cases Study Essay\r'

'Imagine that you atomic number 18 a departwork forcet humannessager and you find taboo that a man you work with has endure a woman, or you find issue a woman you work with enjoys the closed-door comp either of woman, would these concepts ca employment you to discriminate against your employees in the piece of work? Analysis of case studies, misgiving applicable laws, and recom mending clearly defined policies for the oeuvre will assist with chthonicstanding and preventing semblance penchant discrimination. It is important in at present’s oeuvre to dumbfound an heterogeneous understanding of the difference between simile orientation and the word sex as it pertains to name septette of the Civil Rights sham of 1964 ( patronage VII).\r\nThe term sex referred to in Title VII represents the sexual activity of an item-by-item employee. simile orientation refers to the intimate relationship that an singular may be in possession of with anformer(a) individual of the same sexual activity, or an individual’s desire to become the opposite gender, in all temporarily or permanently. There atomic number 18 various types of family relationship orientation, none of which be protected by Title VII (Bennett-Alexander, 2001 p.243).\r\nOne example phylogenetic relation orientation would be a woman who is a homosexual or a man who is gay. It is becoming increasingly popular for men and women to urinate a operative office performed to become the opposite gender; this in any case is a form of affinity orientation. relationship orientation has become a surmount of adversity in the workforce as a leave alone of there macrocosm little testimonial against discrimination for employees active in the various types of affinity orientation. show window study analysis is a method acting that management can utilize to reform understand affinity orientation in the workplace and preventing discrimination.\r\n type Study #1\r\nMichael is empl oyed at rudiment hospital as an operational nurse. Michael had taken a leave of absence from work to have a gender shift operation. Upon Michael’s return to work at first principle Hospital Michael wanted to be ad coiffure by the name Michelle. Since Michelle completed the gender change surgical procedures she felt that she had the set to utilize the women’s footlocker get on and shower like all the other women employed at ABC Hospital. The young-begetting(prenominal) employees did not want Michelle to engage the men’s locker mode because of her gender change. The women refused to sh atomic number 18 the women’s locker room with Michelle, because the women knew of Michelle’s original gender.\r\nAt ABC Hospital it is standard procedure for operating room nurses to wear unisex surgical scrubs. Therefore, I do not call for the reason why she want use the men locker and shower room. Michelle is not wearing a uniform dress with a cap as a nur se while at work. I feel that she is still considered as a man.\r\nMichelle is hoping to file discrimination against her co-workers since having the sex change because no one is accepting her as a female. If she were hired as a male she should not feel discriminatory. I think that she should be accommodated with a locker room and shower that is for either a man or a woman.\r\nCase Study #2\r\nTracy is a lesbian who alleges that she has been denied an internal smart set promotion callable to the fact that her segment autobus does not want to support her lesbian lifestyle. Mr. common, Tracy’s department manager, is accused of discriminating against Tracy by not writing her a earn of testimony for a promotion. Tracy feels that the excellent per year performance reviews that Mr. Green wrote for her entitles her to obtain a letter of recommendation from Mr. Green. There atomic number 18 legitimate reasons for Tracy’s discrimination ingest to be denied.\r\nTitle V II offers protection against discrimination at the workplace; however, Title VII does not protect against affinity orientation in the workplace. There ar no federal laws that prevent a person from being fired or refused a caper on the foundation garment of affinity orientation. There be however, the First, Fifth, and 14th Amendments to the Constitution of the United States of America, that offer liberty of speech, the right to privacy, and equal protection under law (Bennett-Alexander, 2001, p.243). Tracy does not have a discrimination claim against her department manager Mr. Green as a result of affinity orientation.\r\nTracy’s supervisor Mr. Green gave her excellent annual performance evaluations that are more than sufficient enough to put one over and expect to be eligible any company promotions. Mr. Green is not compel to give employees letter of recommendation for promotions, transfers, or applications for employment inside or outdoors of the company where he is employed as a department manager.\r\nThe company followed all employee performance review procedures correctly. It is standard coiffe for companies to place the best-suited candidate in idle spaces. The use of employment evaluations ensures that all candidates are given equal opportunity for job advancements. Should Mr. Green have given Tracy scurvy performance evaluations on a legitimate basis, Tracy may have been able to leaven a discrimination claim. It is important to have set policies in place to save employees informed of what criteria must be met for company advancement or promotions. Employment manuals are a suitable method of ensuring that employees are notified of company policies.\r\nIn an effort to slip by future claims of discrimination in the workplace relating to company advancement, Mr. Green should have completed set policies regarding letters of recommendation. It is recommended that Mr. Green have the employee manual clearly state that department managers are not permitted to write referral letters for employees applying any positions within the company. The insurance policy would be based on the fact that a letter of recommendation made by a department manager could omen preference in the workplace and foul advantage for certain employees.\r\nAnother election Mr. Green could have implemented would be to permit employees to obtain letters of recommendation from sources outside of the company. Outside recommendations could strengthen an employee’s resume while not creating the opportunity for discrimination in the workplace. An implemented policy that addresses the importance of an employee’s ability to bear upon and satisfy the requirements of the position would lessen the likeliness of a discrimination claim. Regardless of which position the company takes with respect to letters of recommendation, employees would be advised of company policies well in advance of applying for any positions within the company.\r\n fetching precautions in the workplace through the use of implemented policies can eliminate potential discrimination claims. Analyzing case studies, reviewing applicable laws, and recommending policies for the workplace are an excellent method of preventing affinity orientation discrimination.\r\nReferences\r\nBennett-Alexander, D. D., & Hartman, L. P. (2001). Employment police for Business (III ed.) Boston, Massachusetts: Mc Graw-Hill Primis.\r\n'