Topic: Workplace Compliance
we have examined the impact of discrimination in the workplace, as well as the role of the Equal Employment Opportunity Commission. According to the EEOC’s website, “The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.”
History
In July of 2015, your organization, which has maintained a flawless record with the EEOC, was contacted regarding lack of compliance with EEOC standards. As the Director of Human Resources, you recognize that failing to comply with EEOC regulations is a major problem.
Case
Alan James, age 57, has been working for Organization X since its beginning in 1988. Alan is a hard worker who is dedicated to personal and organizational success. Since the company’s beginning, Alan has worked his way up the corporate ladder (from hourly employee to mid-level manager).
Recently, many of Alan’s employees have been complaining about his performance in the workplace. Two employees, who also have been with the organization since its beginning, complain that Alan is “behind the times.” You overhear these employees call Alan “old” and “washed up.”
After overhearing this conversation, you conduct one-on-one interviews with Alan’s supervisor and coworkers. During these interviews, you learn that Alan’s performance with required workplace technology is poor at best. It is important to note that during performance reviews, Alan’s supervisors have documented his lack of technological knowledge. Although the company has paid for additional technological training for Alan, Alan has refused to participate in these trainings.
After creating a well-developed action plan for Alan, you hold a one-on-one meeting with him to discuss complaints that have been raised by his employees, coworkers, and supervisor, as well as a plan for Alan’s future workplace performance. To encourage employee development, you offer Alan the opportunity to participate in various mandatory training courses, which will improve his technological skills. You also assign Alan a mentor, who is a technology whiz.
During your meeting, Alan states that he feels discriminated against based on his age. He does not believe that he needs to develop his workplace skills in order to meet “ridiculous technological standards.” Before the meeting ends, Alan explains his frustration with the policies that the organization has created.
A week after your conversation with Alan, you follow up with his supervisor. You hear that Alan hasn’t come to work since your meeting. Later that day, you learn that Alan has filed a complaint with the EEOC claiming that he was discriminated against based on his age.
Explanation of Assignment
For this assignment, present an argument whether or not you believe that Alan has been discriminated against on the basis of age.
·Provide an explanation of the EEOC’s regulations regarding age.
·Cite reasons why you believe Alan was or was not discriminated against.
·Determine what steps you will take in addressing this issue with Alan, in an effort to avoid a lawsuit.
