IMPORTANT, PLEASE READ FULL INSTRUCTIONS. NO PLAGIARISM! NO ARTIFICIAL INTELLIGENCE, I HAVE WAYS TO CHECK! NO QUOTES, MUST PARAPHRASE. I WILL CHECK FOR RECYCLED WORK AND PLAGIARISM. THIS ASSIGNMENT IS DUE 09/08/23 AT 9PM PST. IF YOU CANT MEET THIS DEADLINE, DONT AGREE TO DO MY ASSIGNMENT. PRICE ISNT NEGOTIABLE. PLEASE UNDERSTAND BY ACCEPTING TO DO MY WORK, I HAVE STRICT RULES. I DONT LIKE TO DISPUTE, BUT I WILL IF DIRECTIONS ARENT BEING FOLLOWED. IF I SEE SOMETHING WRONG AFTER PURCHASING, I WILL GIVE YOU A CHANCE TO FIX IT IMMEDIATELY. THIS DOESNT MEAN HOURS LATER. IF YOU TURN SOMETHING INTO ME EARLY, I EXPECT YOU TO FIX MY ASSIGNMENT IMMEDIATELY. DONT LIE TO ME, IF THESE RULES ARENT FOLLOWED, I WILL DISPUTE
Review a color discrimination case study https://caselaw.findlaw.com/court/us-dc-circuit/1044868.html and https://www.eeoc.gov/initiatives/e-race/significant-eeoc-racecolor-casescovering-private-and-federal-sectors#color , and provide a response to the questions and perspective provided below. It is not enough to write a response to the questions. You must locate and provide the current EEOC regulations coupled with your response. You can locate EEOC regulations at http://www.eeoc.gov/Links to an external site.. All responses must be written in a paragraph format and properly cited.
“In June 2015, Pioneer Hotel, Inc. in Laughlin, Nevada agreed to pay $150,000 and furnish other relief to settle a national origin and color discrimination lawsuit filed by the EEOC. The EEOC charged that a class of Latino and/or brown-skinned workers was subjected to a barrage of highly offensive and derogatory comments about their national origin and/or skin color since at least 2006. Housekeeping and security department staffers in particular were constantly the targets of slurs by several supervisors and co-workers. In addition, the EEOC asserted that Latino/brown-skinned workers were told not to speak Spanish during their break times. Pioneer failed to stop and rectify the harassment and discrimination despite repeated complaints by the Latino/brown-skinned workers. Pioneer entered into a four-year consent decree that prohibits Pioneer from creating, facilitating, or permitting a hostile work environment for employees who are Latino or darker-skinned. Additionally, the hotel agreed to hire an outside equal employment opportunity consultant to ensure that the company implements effective policies, procedures, and training for all employees to prevent discrimination, harassment, and retaliation. Pioneer management will receive additional training on its responsibilities under Title VII and will be required to immediately report complaints to the human resources department, create a centralized system to track complaints, and be held accountable for failing to take appropriate action. Notice of consent decree will be visibly posted at the hotel” EEOC v. Pioneer Hotel, Inc. d/b/a Pioneer Hotel and Gambling Hall, Case No. 2:11-cv-01588-LRH-GWF (D. Nev. settlement June 18, 2015).
In your response provide a well-rounded argument with the following responses based on your research:
- How should Pioneer Hotel, Inc. have handled the complaint of harassment? (Provide a detailed response.)
- Is this unlawful harassment? By what federal statue?
- Please identify what actions Pioneer should have taken? What action should be taken regarding the supervisor and staff based on your knowledge and research?
- What type of policy should the outside equal employment opportunity consultant create an implement? Provide a detailed summary of what should be included and why.
- What is the significance of the case?
The Color Discrimination Case Study