I have a assignment in SOC/315

************ **** ******* SOC ******************* ********************** **** Summary SOC 315A *********** ** *** ********** ***** **** led ** *** ******* *** its ************* *** *** ***************** **** the ***** ********** *********** ********** ****** and *** ********** *********** **** ********** a ***** working relationship The ***** ********** *********** Commission ****** sued *** *********** for ********* the ********* **** ************ *** ***** ** **** * ******* decree *** ******* ** ****** *** ******** **** ****** the *********** did *** acknowledge *** illegality **** did ***** to *** out three point *** ******* ******* ** *** ******* and *** former ******* ****** *** ******* ** **** ****** the **** *** conducting compliance checks ** ********** ** ensure **** *** ******** ***** ************* Charges **** ******* against ********** ** **** ***** the company *** not ******* **** *** judgment *********** to pay ******* ** **** for its fees *** ***** ** ******** action) ** **** the ************** the *********** ** *** four ******* thousand ******* ** the ***** ******** ******* **** were *** ********** ** **** in addition ** *** more **** eighty-two thousand ******* already ***** * ******** of *** ******* ********** ******* *** ** the EEOCA ******* of *** functions ** the ****** ** ********** ** ***** a job ********* ** ******** *********** ******* ** their **** ***** ********* *** ************* ********* ****** ************** ** sexual preference) *********** *** **** ******** ***** years ***** *** ******** ******** ** ******* **** ** ****** ** ** **** *** **** ** responsible *** ********* **** that ******** discrimination against *********** ** *** ***** **** ***** *********** **** **** * ********* regarding ************** practices filed * ************** claim ** engaged in * ********************** ************* ******* ** lawsuit *** *** ******** ********* *** technical ******* *********** the ***** Employment *********** Commission (EEOC) **** ***** ** ********* prejudice before ** *** occur (About *** ******** ****** **** ** this ********** Equal ********** *********** ********** (EEOC) had previously ***** ********** with the *** against *********** ******* *** EEOC *** ********** *** ******* * ******* ********* ** end those ********** ***** ********** *** *** **** *** order ****** ** *** ********** The employer did *** provide *** ********** adjustments for the ******* ******* to ****** ** work ***** being *** with ** illness or ********* EEOC ******** *** ******** ********* ** the problems ** this **** *** ***** ********** *********** Commission ****** anticipated **** ********** ***** ****** **** *** ****** ******** ** *** settlement agreement and **** *** legislation ***** ** ******** respected The **** ******* ********* ** ********** ******* *** ***** ************ **** *** EEOC *** *** the ****** *** ********* ******** *** ******* of *** employer's ************ **** ** ********* that the **** General ******* ***** ******** about Being ************** against the workforce ** ********* and ****** ** avoided Notwithstanding *** ******** ***** religion ** ********* *** ***** Employment *********** ********** **** defend ***** legal rights ***** ***** on ****** EEOC ****************** ************ under *** ********* **** disabilities *** ********** *** ADAAA))Whether ** *** **** ******* promotes ****** change ******* **** ************* **** **** ********** ** *** ******** *** ****** ****** **** is the ****** **** this **** *** encountered **** problem ***** is why * ******* ** * consent ********* *** previously reached ******* *** ***** ********** *********** Commission and ********** ** ****** EEOC's ******** ****** against *** *********** under *** *** ******** **** ******** ********* * ****** *** of ************* *** *********** ****** to **** ** to its *********** in ********** **** *** order The ***** ********** *********** Commission ** ************* *** corporation ******* ** *** *** ****** with *** legislation **** *** ******* ** ********* This demonstrates ** *** ***** businesses **** they ****** also ****** ** *** ***** **** **** been *********** since ** ****** as a ***** *** **** ** ******* ********** of *** **** ***** release to *** **** **** **** ******** *** the ************** **** to ** ********* **** *** Chicago ******* ******** * more ******** ******** ** **** the retailer Jewel-Osco *** ** *** ***** the legal action *** statements **** ** *** corporation are not ******** ** *** **** ******* which ********* pertain ** ******** **** ** *** EEOC *** *** judge ** addition *** ******* ******* provides ******* *********** on *** ******* consent decree reached **** ********** in **** ********* ** ** article ********* ** *** ******* ******* the ******** **** ******* ** ***** **** * ************ system ** guarantee **** *** *********** ******** **** *** ***** The EEOC brought * ******** case ******* *** *********** ** 2012 even though *** company *** ********** its discriminatory ********* According to *** ******* ********* ****** the *********** *** not acknowledge any wrongdoing *** **** ****** ** ********** ***** ***** *** ******* ******* ** *** ******* *** *** ****** ********** ******* ******* ***** a **** ********** ******** ** *** ***** statement ********* *** case *** ***** Employment *********** ********** (EEOC) *** *** ******* ******* *********** ****** *** **** basic details ********* *** issue *** material ********* in *** ******* Tribune ** the *** **** * **** **** interesting ** **** ***** ** ******** a **** *********** ************* ******** of *** case *** *** ************* *** were * ****** manager ** this ******* *** would ********* strategies ** ****** future ********** *** ********* in *** ************* workplaceIf * **** * top manager at **** organization one ** ** ********** would ** to ensure **** ***** *** ** my ******** received ******** ** *** of *** discriminatory regulations ** ***** ** **** ******** the ****** ******** ** ********* ******* after a ******* absence ****** ***** ****** ********* *** ********** ** they ******** ** a *** There is no ********* **** *** worker **** ** able ** ****** ** **** after **** ******** **** something **** **** occurs *** *********** ***** precautions and ******** ***** ******* ** **** the ****** ********* *** ********** ****** **** *** worker ******* ******* leave ******* ** **** ******* else ******* ** their class *** result is **** *** firm will **** ** ********* number ** workers * would institute * ****** **** ********** ******* * ******** **** **** *** ***** ** return ** ****** **** **** ** **** **** * ***** **** ******* ********* ***** so ** would **** ***** workers ** *** ****** ** ******** *** ** ******* leave *** cannot ****** to **** * **** investigate the *********** of ****** *** temporary ****** *********** By doing so *** **** ***** ** ********* **** ** *** ** excluded *** it would also ******* the **** if the ******** **** ****** ** ****** Employees *** **** ******** ***** continue to retain ***** ********* ** *** **** *** *** ***** ***** worker would *** ** terminated ** laid off ********** ******** *** ************* *** ****** * possibility ** there *** ****** ********** ** **** circumstances ** ** difficult to ****** a ********* ******** but at the **** least ** ***** ******* most ** *** ***************************** *** EEOC *** ***** US **** **** Available at: ************************************* ********** ******** ** ********** ***** ******************** in ******** for violations ** **** ******* ****** ** ********** **** *** date) ** **** ********* *** ******************************************************************************************************************* (Accessed: ******** ** ********* ***** ** recent EEOC ****************** developments ***** the Americans **** ************ *** ********** *** ****** (no ***** US **** Available at: ******************************************************************************************************************** ********** ******** 13 *************** ** *** ******* ** **** for *** **** and costs ** ******** ****** *** ***** US EEOC ********* at: https://wwweeocgov/newsroom/jewel-osco-pay-400000-eeoc-its-fees-and-costs-contempt-action ********** ******** ** *********

Click here to download attached files: EEOC Case Summary13.11.22.docx