Affinity Orientation Discrimination Cases Study Essay

Imagine that you are a part manager and you find out that a man you draw with has create a woman, or you find out a woman you work with enjoys the private comp either of woman, would these concepts cause you to discriminate against your employees in the oeuvre? psychoanalysis of lesson studies, understanding applicable laws, and recommending distinctly defined policies for the workplace impart assist with understanding and preventing affinity penchant course discrimination. It is master(prenominal) in todays workplace to withstand an intricate understanding of the difference amid affinity orientation and the word sex as it pertains to Title heptad of the Civil Rights Act of 1964 (Title 7).The term sex referred to in Title VII represents the sexual activity of an soul employee. Affinity orientation refers to the intimate relationship that an respective(prenominal) may have with another individual of the same gender, or an individuals desire to become the opposite g ender, either temporarily or permanently. There are various types of affinity orientation, none of which are defend by Title VII (Bennett-Alexander, 2001 p.243).One example affinity orientation would be a woman who is a lesbian or a man who is gay. It is becoming increasingly popular for men and women to have a surgical procedure performed to become the opposite gender this too is a form of affinity orientation. Affinity orientation has become a vanquish of adversity in the workforce as a result of in that respect being little protection against discrimination for employees participating in the various types of affinity orientation. Case study analysis is a method that vigilance can utilize to better understand affinity orientation in the workplace and preventing discrimination.Case Study 1Michael is employed at first principle Hospital as an operating nurse. Michael had taken a leave of absence from work to have a gender change operation. Upon Michaels reward to work at ABC Hospital Michael wanted to be turn to bythe name Michelle. Since Michelle completed the gender change surgical procedures she entangle that she had the right to utilize the womens locker room and shower bid all the other women employed at ABC Hospital. The male employees did not want Michelle to use the mens locker room because of her gender change. The women refused to share the womens locker room with Michelle, because the women knew of Michelles original gender.At ABC Hospital it is measuring procedure for operating room nurses to cave in unisex surgical scrubs. Therefore, I do not see the cause why she want use the men locker and shower room. Michelle is not wearing a uniform dress with a cap as a nurse while at work. I feel that she is bland considered as a man.Michelle is hoping to file discrimination against her co-workers since having the sex change because no one is accepting her as a female. If she were hired as a male she should not feel discriminatory. I think tha t she should be accommodated with a locker room and shower that is for either a man or a woman.Case Study 2Tracy is a lesbian who alleges that she has been denied an sexual caller promotion due to the fact that her department manager does not want to support her lesbian lifestyle. Mr. special K, Tracys department manager, is accused of corking against Tracy by not writing her a garner of recommendation for a promotion. Tracy feels that the excellent yearly performance reviews that Mr. parking lot wrote for her entitles her to obtain a letter of recommendation from Mr. leafy vegetable. There are legitimate reasons for Tracys discrimination declare to be denied.Title VII mountain passs protection against discrimination at the workplace however, Title VII does not protect against affinity orientation in the workplace. There are no federal laws that prevent a somebody from being fired or refused a job on the radix of affinity orientation. There are however, the First, Fifth, a nd Fourteenth Amendments to the Constitution of the United States of America, that offer freedom of speech, the right to privacy, and equalprotection under law (Bennett-Alexander, 2001, p.243). Tracy does not have a discrimination claim against her department manager Mr. spirt as a result of affinity orientation.Tracys supervisor Mr. Green gave her excellent annual performance evaluations that are more than sufficient comely to apply and expect to be eligible any company promotions. Mr. Green is not obligated to give employees letters of recommendation for promotions, transfers, or applications for habit inside or outside of the company where he is employed as a department manager.The company followed all employee performance review procedures correctly. It is standard practice for companies to place the best-suited candidate in vacant gear ups. The use of involution evaluations ensures that all candidates are given equal opportunity for job advancements. Should Mr. Green have given Tracy poor performance evaluations on a conformable basis, Tracy may have been able to prove a discrimination claim. It is important to have set policies in place to keep employees informed of what criteria mustiness be met for company advancement or promotions. Employment manuals are a suitable method of ensuring that employees are notified of company policies.In an effort to extirpate future claims of discrimination in the workplace relating to company advancement, Mr. Green should have established set policies regarding letters of recommendation. It is recommended that Mr. Green have the employee manual clearly state that department managers are not licenseted to write referral letters for employees applying any positions within the company. The policy would be based on the fact that a letter of recommendation made by a department manager could indicate preference in the workplace and unfair advantage for received employees.Another option Mr. Green could have use would be to permit employees to obtain letters of recommendation from sources outside of the company. Outside recommendations could strengthen an employees resume while not creating the opportunity for discrimination in the workplace. An implemented policy that addresses the importance of an employees ability to meet andsatisfy the requirements of the position would lessen the likeliness of a discrimination claim. Regardless of which position the company takes with respect to letters of recommendation, employees would be advised of company policies well in advance of applying for any positions within the company.Taking precautions in the workplace done the use of implemented policies can eliminate potential discrimination claims. Analyzing case studies, reviewing applicable laws, and recommending policies for the workplace are an excellent method of preventing affinity orientation discrimination.ReferencesBennett-Alexander, D. D., & Hartman, L. P. (2001). Employment Law for Business (II I ed.) Boston, Massachusetts Mc Graw-Hill Primis.