Sociology Planning a Program of Study Since there are many alternative ways to plan a program, some of which may require careful attention to specific major requirements, students should consult with the School of Social Sciences Undergraduate Student Affairs to design an appropriate program of study.
Retaliation Although the federal EEO laws do not prohibit discrimination against caregivers per se, there are circumstances in which discrimination against caregivers might constitute unlawful disparate treatment.
The purpose of this document is to assist investigators, employees, and employers in assessing whether a particular employment decision affecting a caregiver might unlawfully discriminate on the basis of prohibited characteristics under Title VII of the Civil Rights Act of or the Americans with Disabilities Act of An employer may also have specific obligations towards caregivers under other federal statutes, such as the Family and Medical Leave Act, or under state or local laws.
Since Congress enacted Title VII, the proportion of women who work outside the home has significantly increased, 2 and women now comprise nearly half of the U. An increasing proportion of caregiving goes to the elderly, and this trend will likely continue as the Baby Boomer population ages.
Between andthe amount of time that men spent on childcare nearly tripled, and men spent more than twice as long performing household chores in as they did in In comparison to professionals, lower-paid workers tend to have much less control over their schedules and are more likely to face inflexible employer policies, such as mandatory overtime.
As a recent EEOC report reflects, even though women constitute about half of the labor force, they are a much smaller proportion of managers and officials. As a result, men may be denied parental leave or other benefits routinely afforded their female counterparts.
There is substantial evidence that workplace flexibility enhances employee satisfaction and job performance. Part A discusses sex-based disparate treatment of female caregivers, focusing on sex-based stereotypes.
Part B discusses stereotyping and other disparate treatment of pregnant workers. Part C discusses sex-based disparate treatment of male caregivers, such as the denial of childcare leave that is available to female workers.
Part D discusses disparate treatment of women of color who have caregiving responsibilities. Part E discusses disparate treatment of a worker with caregiving responsibilities for an individual with a disability, such as a child or a parent.
Finally, part F discusses harassment resulting in a hostile work environment for a worker with caregiving responsibilities. Analysis of Evidence Intentional sex discrimination against workers with caregiving responsibilities can be proven using any of the types of evidence used in other sex discrimination cases.
As with any other charge, investigators faced with a charge alleging sex-based disparate treatment of female caregivers should examine the totality of the evidence to determine whether the particular challenged action was unlawfully discriminatory.
All evidence should be examined in context. The presence or absence of any particular kind of evidence is not dispositive. For example, while comparative evidence is often useful, it is not necessary to establish a violation.
It is essential that there be evidence that the adverse action taken against the caregiver was based on sex. Relevant evidence in charges alleging disparate treatment of female caregivers may include, but is not limited to, any of the following: For example, sex discrimination against working mothers is prohibited by Title VII even if the employer does not discriminate against childless women.
In addition, while the employer selected both men and women for the program, the only selectees with preschool age children were men.
Under the circumstances, the investigator determines that Charmaine was subjected to discrimination based on her sex. Patricia explained that she would share childcare responsibilities with her husband, but Bob responded that men are not reliable caregivers.
The investigator discovered that the employer reposted the position after rejecting Patricia. The employer said that it reposted the position because it was not satisfied with the experience level of the applicants in the first round.
However, the investigation showed that Patricia easily met the requirements for the position and had as much experience as some other individuals recently hired as marketing assistants. Under the circumstances, the investigator determines that the respondent rejected Patricia from the first round of hiring because of sex-based stereotypes in violation of Title VII.
However, the employer would have selected Tom, even absent the discriminatory motive, based on his greater experience. Assumptions About the Work Performance of Female Caregivers The effects of stereotypes may be compounded after female employees become pregnant or actually begin assuming caregiving responsibilities.
For example, employers may make the stereotypical assumptions that women with young children will or should not work long hours and that new mothers are less committed to their jobs than they were before they had children. However, after she returned from leave to adopt a child during her fifth year with the department, her supervisor frequently asked how Anjuli was going to manage to stay on top of her case load while caring for an infant.
Although Anjuli continued to work the same hours and close as many cases as she had before the adoption, her supervisor pointed out that none of her superiors were mothers, and he removed her from her high-profile cases, assigning her smaller, more routine cases normally handled by inexperienced detectives.
The City has violated Title VII by treating Anjuli less favorably because of gender-based stereotypes about working mothers. Emily applied for tenure after she returned from six months of leave to care for her father.
Before taking leave, Emily had always received excellent performance reviews and had published three highly regarded books in her field. After returning from leave, however, Emily believed she was held to a higher standard of review than her colleagues who were not caregivers or had not taken advantage of the leave policies, as reflected in the lower performance evaluations that she received from the Dean of her department after returning from leave.
Under the circumstances, the investigator determines that Emily was denied tenure because of her sex. As a result, the firm lost a big client, and Carla was given a written warning about her performance. Two months after Carla was given the written warning, the firm transferred her to another department, where she would be excluded from most high-profile cases but would perform work that has fewer time constraints.
Carla filed a charge alleging sex discrimination. The investigation revealed that Carla was treated comparably to other employees, both male and female, who had missed deadlines on high-profile projects or otherwise performed unsatisfactorily and had failed to improve within a reasonable period of time.SUBJECT: EEOC COMPLIANCE MANUAL PURPOSE: This transmittal covers the issuance of Section 15 of the new Compliance Manual, on “Race and Color Discrimination.” The Manual Section provides guidance on analyzing charges of race and color discrimination under Title VII of .
The health assessment and physical examination are the first steps toward providing safe and competent nursing care. The nurse is in a unique position to determine each patient’s current health status, distinguish variations from the norm, and recognize improvements or deterioration in .
Within the Ph.D. in Social Science is an optional concentration in Mathematical Behavioral Sciences, supervised by an interdisciplinary group of faculty..
Within the M.A. in Social Science, students may apply directly to the concentration in Demographic and Social Analysis. A new study found that institutional racism has an extensive reach into the lives of Black people and has a significant impact on Black economic mobility and the Black-white racial income gap.
Updated to November 5, EEO Case Summaries by Circuit. The Americans with Disabilities Act (ADA) Amendments Act of was signed into law on September 25, and becomes effective January 1,