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Employment Discrimination
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Wanted: experienced technical writer and manager sought to write, rewrite and/or edit technical documents. This job entails managing a technical writing team in charge of creating all new documentation for a newly developed architecture software. These documents include: procedure manuals, user manuals, service manuals, for use by consumers and professionals who use the product. The successful applicant will have a seven plus year background in technical writing and a bachelor of science degree in: technical writing, electrical engineering, computer science, or a related field or a three-year background in one of the related fields along with a Master's degree in technical writing. Experience accepted in lieu of a degree in a related field, but all applicants must have at least a bachelor's degree. Candidates will observe the performance of and be taught to use a newly designed architecture-based software, and then work with the design team to create user manuals for that software. In addition to technical writing, the candidates will work with the designers to ensure that the software is user friendly and easily accessible. Ideal candidates would have background knowledge in structural engineering and be comfortable with blueprints and engineering illustrations, but that knowledge is not required. Candidates must be willing to complete a six-week course to familiarize them with the product. Candidates will also work with the design team to...
In addition to technical writing, the candidate would oversee preparation of illustrative materials, including: drawings, sketches, charts, and diagrams. The candidate will oversee a team of writers, illustrators, and designers putting together the finished materials. This management position requires candidates to develop and maintain an organizational structure that ensures that the end-produce meets costs estimates, comes in on schedule, and meets the performance requirements. Please submit resume and references for consideration for the opportunity. No resumes will be considered without up-to-date references.
10 Illegal Questions
There are a number of questions that an employer is not permitted to ask because they are either overtly discriminatory or they evidence a discriminatory intent. "In no way should the hiring process include any questions that regard race, sex, national origin, or other classifications under Title VII" (Seaquist, 2012). Many of these questions appear innocuous, so that an innocent interviewer might ask them as a routine part of an interview without being aware that they are prohibited.Furthermore, what can complicate this process is that some of the questions that are prohibited are routinely collected by employers as part of their data-keeping requirement to demonstrate equal employment opportunities, but this information should be kept…
Employers are also forbidden from asking: what country are you from (Giang, 2013)? National origin is a protected category under Title VII. Employers can inquire as to whether a candidate has a legal right to work in the United States, but not questions about country of origin.
Like the above question, employers are prohibited from asking: is English your first language (Giang, 2013)? Because English is taught in all primary schools in the United States, this question could reveal national origin of the applicant or of the applicant's family members. An employer can require English proficiency as part of the job, but may not ask about whether English was an applicant's first language.
One question that most employers do not realize is prohibited is: have you used illegal drugs in the past (Giang, 2013)? They also cannot ask: do you drink (Giang, 2013). Addiction is a protected disability under the Americans with Disabilities Act. Therefore, questions aimed at uncovering a candidate's past substance abuse are not permitted because they could touch
Employment Discrimination: In the past few years, employees have obtained new ammunition to file lawsuits related to job discrimination in federal courts, though they still experience numerous challenges against the rising victories. According to the findings of recent studies, workers who sue over employment discrimination tend to lose at higher rates in federal courts as compared to other kinds of plaintiffs. However, most of these employees are hopeful that the recently
Employment Discrimination and Globalization Entity type and location. This business start-up, registered as Sexy Shoes for Her, Inc., is a single-member Limited Liability Company taxed as a corporation (IRS, 2011). All stock is held by the principle and by members of the principle's immediate and extended family, such that, even though the firm is not a corporation, its membership resembles that of a closely-held corporation. The organization process has been completed,
In presenting their case to the U.S. Supreme Court the company articulated that the usurpation of the authority of a seniority system is not justifiable under the ADA provisions, and as such Barnett was not wrongfully denied the opportunity to maintain his position. Does the Supreme Court Decide that a Seniority System "Trumps" and Accommodation Request? The Court in arriving at its decision presents a reasoned and thoughtful explanation of seniority
Presence of minority groups at a workplace At work places, individuals are being discriminated on the basis of being a minority. Structural theory states clearly there is always a consequence for being the minority. This theory is in relation to three known token dynamics which include; it leads to contrast effect that leads to social isolation, it has the element of visibility that results to performance pressure and it also results
Employment Discrimination at Wal-Mart Foundation of the Study This study examines the legislative and judicial climate that enables corporations like Wal-Mart to engage in practices that violate workers' rights. The popular consensus is that Wal-Mart, the largest retail store in the United States, displays an inordinate disregard for the human dignity and morale of its employees and, despite continual litigation, continues to blatantly violate the legal rights of its employees. Wal-Mart faces
The main defense to a disparate treatment lawsuit is that the plaintiff was not treated differently than similarly-situated people. An ancillary defense to a disparate treatment claim is that the plaintiff was treated differently, but that the discrimination is part of a bona-fide occupational qualification. Reasonable accommodation refers to the accommodations that an employer must provide to an employee under federal anti-discrimination laws. The term is most frequently used to