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Essay Available:
Pages:
2 pages/β‰ˆ550 words
Sources:
1 Source
Style:
APA
Subject:
Business & Marketing
Type:
Case Study
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 8.64
Topic:

Equal Pay Case Equal Employment Opportunity

Case Study Instructions:

ISSUE
State the legal issue of the case.
RULE
State the rule that the court applies to the legal issue.
ANALYSIS
Discuss in detail how the court approached the case and how it came to its ruling. This should include a summary of the facts of the underlying dispute, an explanation of how case came to the court or regulatory agency, and a summary of any case law that the court included in the opinion.
CONCLUSION/APPLICATION
State a brief conclusion of the case. Discuss your opinion on whether the court came to the correct conclusion. Discuss how this case should be utilized in employment planning and policies to minimize employer liability.
Case to use....
The case I chose was Lacey T. Vs. Loretta E Lynch, Attorney General, Department of Justice Agency(Federal Bureau of Prisons.) In this case, the complainant filed an appeal from the Agency's final order concerning her equal employment opportunity on September 17, 2015. The complainant filed for violation of Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, and the Equal Pay Act of 1963. Lacey was a Quality Assurance Manager at the Agency's Federal Correctional Complex, facility in Beaumont, Texas. In January 2010 Lacey alleged that the Agency discriminated against her because of her race, sex, and age.
In the end, the Agency's final decision found no discrimination was to be affirmed. After reading the whole case, I agree that the decision should have gone the way it did. Because Lacey was regularly filing complaints and after a while, I feel like she was doing it to get more money.
References:
https://www(dot)eeoc(dot)gov/decisions/0120160254.pdf

Case Study Sample Content Preview:

Equality Pay Case
Student’s Name
Institutional Affiliation
Equality Pay Case
The Issue
In this case, the complainant, Lacey T, filed an appeal concerning her “equal employment opportunity” (EEO). The complainant argued that she underwent employment discrimination that violated the “Title VII of the Civil Rights Act of 1964 (Title VII), as amended, 42 U.S.C. §2000e et seq., the Age Discrimination in Employment Act of 1967 (ADEA), as amended, 29 U.S.C. § 621 et seq., and the Equal Pay Act (EPA) of 1963, as amended, 29 U.S.C. § 206(d) et seq” (Eeoc.gov, 2013).
The Rule
The court used 29 C.F.R. § 1614.405(a) to establish if they should uphold the “post-hearing factual findings” by an attorney general given there is substantial evidence in the record. The court also sought to establish if there was indeed discriminatory intent. The court subjected the attorney general's conclusions to the "de novo standard of review.” The court also held that the credibility of the AJ based on the tone or the demeanor of the witness will be accepted unless there is objective evidence or other documents that contradict the testimony or if there is a lack of credibility in the testimony to the extent that it would be impossible for a reasonable fact-finder to credit it. This was guided by “EEOC Management Directive 110, Chapter 9, at § VI.B. (Aug. 5, 2015)”.
Analysis
The court established that the case was developed adequately even if there were delays encountered. The delay was not in bad faith according to the court. The records were also found to contain sufficient information to warrant the determination of the violation of adequate pay. After revie...
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