At Reese College the practice of discriminatory behavior on the part of the Campus Director was brought to light through conversation among college employees. As in most organizations, co-workers engaged in casual conversation that included sharing day-to-day job frustrations. Over time, however, these co-workers began to notice an increase in their level of frustration and the number and severity of complaints all involving the Campus Director, at which point several of the employees organized the effort to file a formal complaint with the college.
This situation is negatively affecting the college in several ways. The most immediate concern is determining whether or not there are in fact violations of Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA) occurring. Those acts clearly state that it is "illegal to discriminate in any aspect of employment" (http://www.eeoc.gov), so making sure that all college employees are acting in compliance with federal standards is the first priority. Aside from the potential legal ramifications posed by this problem, we also must deal with the effects on the employees and their work environment. Female employees who feel that there is no real opportunity for advancement within the organization may decide to put forth less effort or produce work of a much lower quality than that of which they are capable, and male employees who are missing from work for long periods of time may be leaving critical tasks undone. Productivity problems and wasted resources are both tremendous concerns. Is this problem one that can be solved? We believe that it can. Further investigation is needed to determine the true extent of the alleged discrimination, and upon completion of that investigation disciplinary action toward the Campus Director up to and including termination may be necessary. Aside from the effect that this...
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