Discuss the following post with actual statement, if you are agree or disagree and why. share your thoughts and experiences.

In the first scenario Lominy, the manager, has a decision to make with two completely different employees. Gordie and Julietta, are experiencing the same thing. The issue in the situation is that Lominy needs to give a yearly review on his workers in general however he has a problem among Gordie and Julietta. The two of them are on their last warning with the company and in the event that Lominy gives both of them a terrible review they will be let go. Lominy wants to fire Juliette and keep Gordie. Yet, he is stressed that assuming he fires Julietta and keeps Gordie "he is concerned about the potential for discrimination implications" What I believe he should do is either compose both of the surveys accurately or keep the two of them. I likewise can see the motivation behind why he would rather not fire Gordie. Gordie gave him a valid justification to keep him and he feels that Gordie will actually want to deal with his issues from now on. In any event, when asked about for what valid reason she isn't appearing "Julietta offers no defense" . Likewise, we need to calculate that Gordie lost the company an important client. He needs to simply tell the truth on both of the worker's yearly presentation reviews

In the second scenario, Oliverio might not have informed the EEOC about the discriminatory treatment because of ignorance or fear of retaliation. I wonder if Oliverio was aware that his supervisors' actions could have resulted in legal action and a Title VII violation . Additionally, he most likely was unaware that the EEOC could have helped prevented additional discrimination and offered him specific remedies for what he endured. I believe that the EEOC should host workshops or other educational events for employers and staff to educate them about Title VII and the resources available to fight discrimination.