html5-img
1 / 11

Sex Discrimination at Work

Sex Discrimination at Work. Sex discrimination at work covered under Equal Pay Act 1963 (amended FLSA 1938) Executive Order 11375 Title VII of Civil Rights Act 1964, as amended by Pregnancy Discrimination Act, 1978 and Civil Rights Act, 1991. Sex Discrimination at Work. Early cases

uriel-bradshaw
Télécharger la présentation

Sex Discrimination at Work

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Sex Discrimination at Work • Sex discrimination at work covered under • Equal Pay Act 1963 (amended FLSA 1938) • Executive Order 11375 • Title VII of Civil Rights Act 1964, as amended by Pregnancy Discrimination Act, 1978 and Civil Rights Act, 1991

  2. Sex Discrimination at Work • Early cases • Diaz v Pan Am 1971 - gender was not a legitimate “BFOQ” bona fide occupational qualification for work of flight attendant • Dothard v Rawlinson 1977 - gender was a BFOQ in prison setting - not hiring women for guards in all male prison was reasonable

  3. Sex Discrimination at Work as Sexual Harassment EEOC defines sexual harassment as … unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

  4. Sexual Harassment • Early Case • Barnes v Costle 1977 – first time sexual harassment defined as illegal sex discrimination – quid pro quo form http://findarticles.com/p/articles/mi_qa3757/is_200001/ai_n8892390/pg_9

  5. Sex-based Harassment Meritor Savings Bank v Vinson 1986 – harassing work environment focused on sex was also illegal http://en.wikipedia.org/wiki/Meritor_Savings_Bank_v._Vinson

  6. Sex Harassment Harris v. Forklift Systems 1993 – the behavior must be severe or pervasive enough to create a hostile environment and be objectively offensive (from the perspective of a reasonable person) … and that the work environment does not have to rise to the level of seriously affecting an employee's psychological well being to comprise a hostile work environment

  7. Sex Harassment Jenson v. Eveleth Taconite (D. Minn. 1991) – sex harassment could be pursued as class action, and defendant queries into plaintiffs backgrounds need be limited This is the case that was the basis for the movie, “North Country”

  8. Sex Discrimination at Work • More recent case • Johnson Controls v UAW 1991 – the employer could not ban 'fertile women' from jobs involving exposure to lead, while denying male leave of absence from such work • Instead, an “informed consent” standard holds

  9. Same-Sex Harassment Oncale v. Sundowner 1998 – same-sex harassment was illegal http://www.sexualharassmentsupport.org/OncaleVsSundowner.html

  10. Whither Hooters? • Hooters “profile” of successful server • Cases are settled, not left for court decision • Practices persist

  11. Sexual Discrimination • What employer should do … • Have clear, written, understood policy against discrimination on sex (and race, etc.) • Take complaints seriously • Investigate carefully • Take action when needed

More Related