case study of a company that has violated the EEOC guidelines
Law, in general, is a system that is made and meant to protect the rights of the people in any country. Law can be between a state and the citizen or between a person and another to maintain mutual respect. The purpose of this paper focuses on a case study of a company that has violated the EEOC guidelines. In contrast, an HR manager should be in defense of the company and explain why the company may comply. Age discrimination is among the most popular perception in the field of a business environment. The discrimination mainly occurs when an employer decides to take advantage and treats an employee differently from others based age bracket.
Case study 1 Marymount Manhattan College 2012
The case study involves a 64-year-old instructor and other candidates who were selected as finalists to determine the case. The 64-year-old woman was not hired in dance composition because of her age. In the same situation, another 37 years old was selected younger and under-qualified.
Case study 2 Hutchinson Sealing Systems 2012
The case involves three parties that were charging their company for being laid off due to their age as they were above 40 years. According to defense, the criteria for ruling out people during cut-offs were manipulated as only the older engineers were laid off (Paderna et al. 2020).
Defense strategy
Age discrimination and EEOC guideline can be violated and reported under the Employment Act. The law states that employers are strictly forbidden to make any sudden decision on the employee based on age by refusing to hire, promote, or raise the salary of the employee. Based on the two case studies beginning with the first, it was not right to deny the 64-year-old an opportunity. Furthermore, to make matters worse, the opportunity was given to under-qualified younger applicants. The other case study, during laying off for the project engineers, the company decided to lay off the aged and leave the younger engineers in the field. The layoff seems to make no sense, and the EEOC sues the company because there was no reasonable explanation on the new lay offset. Griffin et al. (2017). “Age discrimination and older workers.”
In conclusion, some of these laws focus on employee bonuses, promotion, and hiring during a job opening. However, it is essential as a citizen and businessperson to understand the law only supports the act for those people over the age of 40 years and not less.