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Discrimination in Employment Harris V. Forklift Systems, Inc 114 S. CT. 367, 126 L.Ed.2d295 (1993) United States Supreme

Discrimination in Employment Harris V. Forklift Systems, Inc 114 S. CT. 367, 126 L.Ed.2d295 (1993) United States Supreme Court. Presented by: Saravanan Velrajan Parvathi Natarajan Srinivasa Thotakura Daisy Mae L. Go. Agenda. Discrimination in Employment - Background Case Study

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Discrimination in Employment Harris V. Forklift Systems, Inc 114 S. CT. 367, 126 L.Ed.2d295 (1993) United States Supreme

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  1. Discrimination in EmploymentHarris V. Forklift Systems, Inc114 S. CT. 367, 126 L.Ed.2d295 (1993) United States Supreme Court Presented by: Saravanan Velrajan Parvathi Natarajan Srinivasa Thotakura Daisy Mae L. Go

  2. Agenda • Discrimination in Employment - Background • Case Study • Critical Thinking Questions • Summary

  3. Background • Discrimination Issues in employment environment • Discrimination Laws • Trends in employment discrimination

  4. Case Study - Introduction Forklift Systems, Inc. • Teresa Harris- manager • Charles Handy- Forklift President

  5. Case Study - Fact • Throughout Harris time at Forklift , Hardy often insulted her because of her gender. • In mid-August 1987, Harris complained to Hardy about his conduct; Hardy apologized. • Early September, Hardy began anew; Harris was insulted again by Hardy. • On Oct 1, Harris collected her paycheck and quit

  6. Case Study - Issue • Must conduct, to be actionable as abusive work environment harassment, seriously affect the victim’s psychological well-being?

  7. Case Study - Decision • No. The Supreme Court held that Title VII does not require a victim to prove that the challenged conduct seriously affected her psychological well-being.

  8. Case Study - Reason • The Supreme Court stated “A discriminatorily abusive work environment, even one that does not seriously affect employees’ psychological well-being can and often will detract from employees job performance, discourage employees from remaining from the job, or keep them from advancing from their careers.

  9. Critical Thinking Questions • Should an employer be held liable for sexual harassment committed by one of its employees? • What penalty should be assessed against Hardy for his conduct? • How can business eliminate sexual harassment on the job?

  10. Summary • Discrimination in Employment - Background • Case Study • Critical Thinking Questions • Conclusion

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