Case Study: Mcdonnell Douglas Corp. V. Green
Case 1: McDonnell Douglas Corp. v Green, the Supreme Court holds that a charging party can prove unlawful discrimination indirectly by showing, for example, in a hiring case that: (1) the charging party is a member of a Title VII protected group; (2) he or she applied and was qualified for the position sought; (3) the job was not offered to him or her; and (4) the employer continued to seek applicants with similar qualifications. If the plaintiff can prove these four elements, the employer must show a legitimate lawful reason why the individual was not hired (Ivancevich & Konopaske, 2013). The employee still may prevail if he or she discredits the employer 's asserted reason for not hiring him or her. Title VII of the Civil Rights Act of
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Employees covered under this act have physical or mental impairment, or has a record of such impairment. An employee needs to demonstrate that this disability will limit major life activity such as learning, thinking, concentrating, and interacting with others, speaking, or performing tasks, (Ivancevich & Konopaske, 2013).
References:
Bennett-Alexander, Dawn. & Hartman, Laura. (2011) Employment Law for Business. (7th edition.). New York, NY: McGraw Hill/Irwin.
Ivancevich, John & Konopaske, Robert. (2013). Human Resource Management (12th Edition) New York, NY: McGraw Hill/Irwin.
McCarty, Chris. (4/8/2011). 8th Circuit: court Rules Religious Accommodation Create Hardship. Retrieved from: http://www.shrm.org/legalissues/federalresources/pages/8thcircuitreligio usaccommodation0411.aspx.
Riffaud, Marcelo. (1990). Fetal Protection and UAW c. Johnson Controls, Inc.: Job Opening for Barren Women Only. Fordham Law Review, Volume 58, Issue 4, Article 11. http://ir.lawnet.fordham.edu/cgi/viewcontent.cgi?article=2877&context=flr
SHRM Online Staff. (11/20/2013). Colo.: Company Settles EEOC National Origin Bias Charge. Retrieved from: http://www.shrm.org/LegalIssues/StateandLocalResources/Pages/Colo-Co-
Employees covered under this act have physical or mental impairment, or has a record of such impairment. An employee needs to demonstrate that this disability will limit major life activity such as learning, thinking, concentrating, and interacting with others, speaking, or performing tasks, (Ivancevich & Konopaske, 2013).
References:
Bennett-Alexander, Dawn. & Hartman, Laura. (2011) Employment Law for Business. (7th edition.). New York, NY: McGraw Hill/Irwin.
Ivancevich, John & Konopaske, Robert. (2013). Human Resource Management (12th Edition) New York, NY: McGraw Hill/Irwin.
McCarty, Chris. (4/8/2011). 8th Circuit: court Rules Religious Accommodation Create Hardship. Retrieved from: http://www.shrm.org/legalissues/federalresources/pages/8thcircuitreligio usaccommodation0411.aspx.
Riffaud, Marcelo. (1990). Fetal Protection and UAW c. Johnson Controls, Inc.: Job Opening for Barren Women Only. Fordham Law Review, Volume 58, Issue 4, Article 11. http://ir.lawnet.fordham.edu/cgi/viewcontent.cgi?article=2877&context=flr
SHRM Online Staff. (11/20/2013). Colo.: Company Settles EEOC National Origin Bias Charge. Retrieved from: http://www.shrm.org/LegalIssues/StateandLocalResources/Pages/Colo-Co-