Visit the Equal Employment Opportunity website http://www.eeoc.gov. Review the links below and comment on the current trends in complaints being filed with the EEOC.

https://www.eeoc.gov/eeoc/statistics/enforcement/charges.cfm
https://www1.eeoc.gov/eeoc/statistics/enforcement/state_15.cfm
https://www.eeoc.gov/eeoc/newsroom/index.cfm

PART 2:

In the Human Resource Management Applications book, refer to Exercise 17 (Page 44), "Is This Unlawful Discrimination?" Select three cases (Pick any one case from each of the following cases for a total of three cases: pick 1st case from cases 1-5; 2nd case from cases 6-10; and 3rd case from cases 11-15). For each question, respond to the following three questions:

1. What legal statutes apply to this case
2. What issues must the court decide in this case?
3. If you were a judge, how would you rule? Did the employer discriminate unlawfully? Why or why not?

1^st Case: Thelma Jones had worked at a large public accounting firm for five years when the partners proposed her as a candidate for partnership. Of the 662 partners in the firm, seven were women. Of the 88 persons proposed that year, Jones was the only woman. Forty-seven were admitted to partnership, 21 were rejected, and 20, including Jones, were held for ‘‘reconsideration.’’ Thirteen of the 32 partners who submitted comments on Jones’s performance supported her candidacy, three recommended holding her application, eight stated that they had insufficient knowledge to comment, and eight recommended denial. While the partners praised her outstanding performance, both supporters and opponents of her candidacy indicated that she was sometimes overly aggressive, unduly harsh, difficult to work with, and impatient with staff. One partner described her as ‘‘macho.’’ In a meeting with a senior partner about her candidacy, she was told that, to improve her chances for partnership, she should ‘‘walk more femininely, talk more femininely, dress more femi- ninely, wear make-up, style her hair, and wear jewelry.’’ When the partners refused to reconsider her candidacy the following year, she sued the firm, charging sex discrimination.

2^nd Case: After working as a title clerk for Harrison and Sons Car Dealership for five years, Donna Skeen resigned. At 62 years of age, Donna had decided that she did not want to put up with the treatment she had received at the dealership. She had demanded an end to the teasing she experienced, but to no avail. In a suit she filed in District Court, Skeen alleged that the managers in the dealership referred to her as the ‘‘old lady with the sagging boobs.’’ When she forgot something or made an error on a title, she was asked if she had Alzheimer’s. If she complained about the temperature in the dealership, she was asked if she was suffering from hot flashes. The owner, Frank Harrison, said that there was lots of informal teasing in the dealership among employees and that Skeen often referred to herself as the ‘‘Grandma’’ of the staff.

3^rd Case: Abdul Mohammed, a Pakistani-American, was employed as a steelworker. As a devout Muslim, Mohammed was obligated to engage in daily prayer. Mohammed, along with five other Muslims working at the plant, asked management to provide a room where they could hold their daily prayers during lunch hour. The plant was located miles from the nearest mosque. Management told the employees that it did not have a room that could be used for such purposes. Consequently, Mohammed and his fellow Muslims were forced to recite their prayers in full view of other employees. Other employees ridiculed the Muslims during their daily prayers and called them derogatory names such as ‘‘camel jockey’’ and ‘‘raghead.’’ After being humiliated on several occasions by taunts from other employees, Mohammed and his fellow Muslims once again asked management to provide them with a private space in which to pray. Management again denied their request. Shortly thereafter, Mohammed filed a case with the Equal Employment Opportunity Commission alleging religious harassment and ethnic discrimination.