Race Discrimination in the Workforce Essay

When returning back to Wanzeks after layoff I had noniced in my move overcheck I had lost $2 an hour in pay when I had legitimate a $2 gussy up and a gift certificate beforehand layoff. I did report the loss of earnings to Tina Harrison in Human Resources and she would e-mail Phyllis at Headquarters. Anthony pantryman has c tout ensembleed numerous cartridge holders and no response. On November 6, 2012 a text was alike sent to Phyllis by Anthony pantryman in regards to his loss of pay. Phyllis as well has non responded.II.At the Trenton channel site on or ab start October 10, 2012 Anthony b belyler (herein butler) went to the sentry duty Manager Larry to get a pit of gloves prior to locomote that daybreak. butler was inform by Larry, That he was not pull in him gloves every week beca utilisation it was not his concern. At that time butler intercommunicate Larry that his hands argon too large- intercommunicateed for the gloves and his were tore. On or virtual ly October 16, 2012 butler once again went to Larry for dissemble gloves because the two dyads he had that mean solar day were wet and his hands were freezing. Larry stated, He was not giving them to me and that I necessitate to take them home and dry them. butler informed Larry it was raining out and he c all told fored gloves. Employees from pantrymans pack went to Larry for gloves and graveld them with no hassles. pantryman neer did receive any gloves and yet had to last out to perform his job. On October 24, 2012 butler again went to Larry to get insolated gloves to go inside his release gloves because his were torn and at that time Larry ref utilise to give butler the insulated gloves and instead gave him water gloves and it was not even raining. At that point pantryman went to Ralph Hunt (herein Hunt) his foreman and explained to him what Larry gave him instead of the meet scarper equipment needed to perform his job duties. Hunt took pantryman to the Safety po rtion and confronted Larry to why his best helper import butler could not redeem a pair of insulated gloves. Larry said, what happened to the gloves I fricken gave you last week? Hunt at that point told Larry the gloves did not cost more than twenty (20) cents per pair and at that point Butler received a pair of gloves. After these violations Butler was transferred to an separate jobsite.Basin Job directIII.On or about November 7, 2012 Butler came back from lunch to snip in the Fabrication Area when an employee slit named Bommer asked Butler if he was operative him to hard. Butler replied no, its a slow day. Bommer replied, I provide work the hell out of you Nigger. After Bommer called Butler a Nigger he then replied, Thats exclusively a joke.IV.On or about November 14, 2012 while functional with Civil, Butler was shoveling bastard and sand and lament adequate to(p) warming blankets with an other(a) employee. The employee left(a) and Butler was moving the warming blanket s by himself when he asked Bran get into who is the foreman of Civil, why atomic number 18 his workers rest by the break room ceremony him work. Brandon did not reply. That went on the entire day the others employees did not work they just watched Butler work.V.On or about November 19, 2012 Butler was working with Bommer ad another employee nick named Zeek. Bommer had dumped a load of dirt in the wrong spot which he had been doing all day. Zeek replied, You did it again Bommer. Zeek looked at Butler and said, call for a shovel. Butler replied to Zeek that he already had the rake and that is what he has been victimisation all day to spread the dirt. Zeek said, What be you just going to infrastructure there and watch me dig? Bommer was just standing there when Butler said, dont be mad at me because he dumped a load in the wrong area and that you need to misrepresent him help likewise. Thats when signalise Corbell the supervisor over piping stated, You need to back the fuck u p At that point I walked a itinerary to sporting my head and then started back working.VI.On November 19, 2012 Butler came into the man camp and off ESPN on to watch the football game. wade an employee and also roommate walked into the fireside mutter under his breath about Butler having the TV on football. Butler spoke, hullo Wade and Wade ignored him. At that point Wade told Kyle Olson (herein Olson) another employee and roommate, allows go to the bar.They left the raise and came back approximately 1 am drunk, slamming doors, talking loud and reservation it obvious that theyre intention was to fire me up so I would ready it off out of my room and start a confrontation. This went on for almost 45 minutes. I stayed in my room and couldnt go back to sleep the rest of the night. In the morning Wade slammed the door so hard Butler thought it stony-broke the window because Butler had made previous complaints about Wade slamming the doors every morning to Wade and Olson. Severa l of other incidents not mentioned at the present time will eventually be brought to light by Butler after the EEOC investigating has been completed. line upI.As cited in the Employee Safety vade mecum given to employees of Wanzeks states verbatim on pg. ii Equal Opportunity States The confederation is an Equal Opportunity Employer and encourages women, minorities, veterans and the disabled to apply. We recruit, remove and promote all job classifications base solely upon the soulal qualifications of the soulfulness. All employees are treated equally with respect to recompense and opportunities for advancement.The Equal Pay go of 1963 (EPA)This impartiality assimilates it wicked to pay different yield to men and women if they perform equal work in the same workplace. The natural law also makes it illegal to revenge against a individual because the person complained about discrepancy, filed a commission of secernment, or participated in an employment discrimination i nvestigation or lawsuit.II.As cited in the Employee Safety Handbook given to employees of Wanzeks states verbatim on pg. 24 merged Policy States Gloves are required for all work performed in the field. Each employee must(prenominal) be able to select the by decents kind of glove for the task.III. line of achievement discrimination involves treating mortal (an appli locoweedt or employee) unfavourably because he/she is of a trusted racetrack or because of personal characteristics associated with race (such as hair texture, skin colour in, or accepted facial features). Color discrimination involves treating mortal unfavorably because of skin coloration complexion. Race/color discrimination also shtup involve treating someone unfavorably because the person is married to (or associated with) a person of a legitimate race or color or because of a persons connection with a race-based organization or pigeonholing, or an organization or group that is generally associated with people of a trustworthy color. act VII of the Civil Rights Act of 1964This law makes it illegal to discriminate against someone on the dry land of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably let in appli dissolvets and employees sincerely held religious practices, unless doing so would inflict an un payable misadventure on the surgical operation of the employers occupation.Sections 501 and 505 of the Rehabilitation Act of 1973This law makes it illegal to discriminate against a adapted person with a disability in the federal government. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employ ment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless doing so would impose an undue hardship on the operation of the employers business. agnomen VIIs protections include* Recruiting, Hiring, and progressionJob requirements must be uniformly and consistently utilise to persons of all races and colors. in time if a job requirement is applied consistently, if it is not central for job consummation or business needs, the requirement may be found unlawful if it excludes persons of a certain racial group or color significantly more than others. Examples of potencely unlawful practices include (1) soliciting applications only from sources in which all or most potential workers are of the same race or color (2) requiring applicants to have a certain educational background that is not important for j ob exploit or business needs (3) interrogatory applicants for knowledge, skills or abilities that are not important for job performance or business needs.Employers may legally need information about their employees or applicants race for affirmative action purposes and/or to track applicant flow. One way to obtain racial information and at the same time guard against discriminatory selection is for employers to use separate forms or otherwise hold the information about an applicants race separate from the application. In that way, the employer can capture the information it needs but ensure that it is not used in the selection decision. Unless the information is for such a legitimate purpose, pre-employment questions about race can suggest that race will be used as a basis for making selection decisions.If the information is used in the selection decision and members of position racial groups are excluded from employment, the inquiries can diagnose evidence of discrimination. * Compensation and Other example Terms, Conditions, and Privileges human activity VII prohibits discrimination in compensation and other terms, conditions, and privileges of employment. Thus, race or color discrimination may not be the basis for differences in pay or benefits, work assignments, performance evaluations, cookery, check into or discharge, or any other area of employment.* HarassmentHarassment on the basis of race and/or color violates Title VII. Ethnic slurs, racial jokes, criminal offence or derogatory comments, or other verbal or physical contract based on an individuals race/color constitutes unlawful harassment if the conduct creates an intimidating, hostile, or offensive working milieu, or interferes with the individuals work performance.* RetaliationEmployees have a right to be free from retaliation for their impedance to discrimination or their participation in an EEOC proceeding by filing a charge, testifying, assisting, or otherwise participating i n an agency proceeding.* Segregation and Classification of EmployeesTitle VII is violated where minority employees are segregated by physically single out them from other employees or from customer contact. Title VII also prohibits assigning chiefly minorities to predominantly minority establishments or geographic areas. It is also illegal to exclude minorities from certain positions or to group or categorise employees or jobs so that certain jobs are generally held by minorities.II. Thru VI* A hostile work environment is an environment in which an employee, due to actions by co-workers or the employer, does not feel homey do duties. In extremely hostile work environments, the employee may not feel comfortable even coming into the work facility. contrary Comments or Actions* A work environment may be considered hostile when co-workers or an employer makes lewd jokes or touches inappropriately (sexual harassment), or when co-workers or an employer makes unwanted comments about an employees age, gender, race or physical or mental competence. Even if the majority of the co-workers have no problem with the actions or comments, a work environment can be considered hostile if the actions or comments clearly make an employee uncomfortable in the workplace.ConclusionButler has filed a complaint with the EEOC in regards to the preceding(prenominal) violations and is also informing his employer Wanzek Construction Inc. of the mentioned violations above. Butler is afraid to come to work due to the hostile environment in his house by both roommates employed by Wanzek. Kyle Olson is very raciest and has had racial dealings extraneous of the workplace in the past with Butlers fiancs childrens begetter whom is also African American. Butler has been violated by not only junto members but also supervisors and higher ups. Butler feels he has finally been verbally and physically harassed to the point that a hostile environment has created by the employees of Wanzek Con struction Inc. and their Contractors.Issues have been brought to some higher ups including staying in the house that has been selected to him. His wages were addressed to the proper government activity and again nothing has been done. At this time Butler is seeking the EEOC to address these violations and a complaint has been filed via telephone on November 26, 2012. Butler hopes that this complaint does not bring onwards retaliation and more harassment for he cannot take anymore. Butler has kept his mouth shut through all the violations he has been victim to and he wants this discrimination to hold the line and wants to be treated fairly as all other employees.Other violations not mentioned are in regards to improper set given to other employees when creating an unsafe work place. Butler is not even able to buy solid food to refrigerate his food because the two employees have over interpreted the fridge and freezer to where Butler could neer get food in the fridge. The trainin g Butler should have had the opportunity to receive along with the other employees including operating testing of equipment that Butler operates.Wanzek a Mas Tec caller at P.O. Box 2019 Fargo, North Dakota 58107-2019 and also to MasTec Corporate Headquarters at 800 S. Douglas street Coral Gables, Florida 33134