Affinity Orientation Discrimination Cases Study Essay

Imagine that you be a division cosmosager and you descry out that a man you elaborate with has become a woman, or you find out a woman you work with enjoys the private order of woman, would these concepts ca put on you to discriminate against your employees in the work? Analysis of slip-up studies, understanding applicable laws, and recommending clearly defined policies for the workplace will assist with understanding and preventing affinity gustatory perception inconsistency. It is important in todays workplace to have got an intricate understanding of the difference among affinity orientation and the word sex as it pertains to Title VII of the Civil Rights Act of 1964 (Title VII).The termination sex referred to in Title VII represents the gender of an individual employee. Affinity orientation refers to the intimate kindred that an individual may have with another individual of the same gender, or an individuals desire to become the opposite gender, either temporaril y or permanently. There are various types of affinity orientation, no(prenominal) of which are protected by Title VII (Bennett-Alexander, 2001 p.243).One example affinity orientation would be a woman who is a lesbian or a man who is gay. It is becoming increasingly public for men and women to have a surgical procedure performed to become the opposite gender this too is a form of affinity orientation. Affinity orientation has become a subject of adversity in the custody as a result of there being little protection against discrimination for employees participating in the various types of affinity orientation. Case study analysis is a method that management can utilize to better understand affinity orientation in the workplace and preventing discrimination.Case Study 1Michael is utilise at ABC infirmary as an operating nurse. Michael had taken a leave of absence from work to have a gender change operation. Upon Michaels return to work at ABC hospital Michael wanted to be address ed bythe name Michelle. Since Michelle completed the gender change surgical procedures she matt-up that she had the remedy to utilize the womens locker live and shower like all the other women diligent at ABC Hospital. The male employees did not want Michelle to use the mens locker room because of her gender change. The women refused to share the womens locker room with Michelle, because the women knew of Michelles original gender.At ABC Hospital it is standard procedure for operating room nurses to wear unisex surgical scrubs. Therefore, I do not see the reason why she want use the men locker and shower room. Michelle is not habiliment a uniform dress with a cap as a nurse while at work. I have that she is still considered as a man.Michelle is hoping to file discrimination against her co-workers since having the sex change because no one is accepting her as a female. If she were hired as a male she should not feel discriminatory. I think that she should be accommodated with a locker room and shower that is for either a man or a woman.Case Study 2Tracy is a lesbian who alleges that she has been denied an internal beau monde procession due to the occurrence that her part manager does not want to support her lesbian lifestyle. Mr. Green, Tracys department manager, is accused of discriminating against Tracy by not writing her a letter of recommendation for a promotion. Tracy feels that the splendiferous yearly performance reviews that Mr. Green wrote for her entitles her to obtain a letter of recommendation from Mr. Green. There are original reasons for Tracys discrimination claim to be denied.Title VII offers protection against discrimination at the workplace however, Title VII does not protect against affinity orientation in the workplace. There are no federal laws that prevent a person from being fired or refused a job on the basis of affinity orientation. There are however, the First, Fifth, and Fourteenth Amendments to the Constitution of the Unit ed States of America, that offer freedom of speech, the right to privacy, and equalprotection under law (Bennett-Alexander, 2001, p.243). Tracy does not have a discrimination claim against her department manager Mr. Green as a result of affinity orientation.Tracys supervisor Mr. Green gave her thin annual performance evaluations that are more than sufficient enough to apply and expect to be qualified any alliance promotions. Mr. Green is not obligated to give employees letters of recommendation for promotions, transfers, or applications for usage inside or outside of the company where he is employed as a department manager.The company followed all employee performance review procedures correctly. It is standard practice for companies to place the best-suited candidate in vacant positions. The use of employment evaluations ensures that all candidates are inclined equal opportunity for job advancements. Should Mr. Green have given Tracy poor performance evaluations on a consisten t basis, Tracy may have been able to prove a discrimination claim. It is important to have set policies in place to keep employees informed of what criteria must be met for company advancement or promotions. Employment manuals are a suitable method of ensuring that employees are notified of company policies.In an effort to eliminate future claims of discrimination in the workplace relating to company advancement, Mr. Green should have established set policies regarding letters of recommendation. It is recommended that Mr. Green have the employee manual clearly state that department managers are not permitted to write referral letters for employees applying any positions at heart the company. The policy would be based on the fact that a letter of recommendation made by a department manager could indicate preference in the workplace and unfair advantage for certain employees.Another option Mr. Green could have enforced would be to permit employees to obtain letters of recommendation from sources outside of the company. Outside recommendations could strengthen an employees assume while not creating the opportunity for discrimination in the workplace. An implemented policy that addresses the importance of an employees faculty to meet andsatisfy the requirements of the position would lessen the likeliness of a discrimination claim. Regardless of which position the company takes with respect to letters of recommendation, employees would be advised of company policies well in advance of applying for any positions within the company.Taking precautions in the workplace through the use of implemented policies can eliminate potential discrimination claims. Analyzing case studies, reviewing applicable laws, and recommending policies for the workplace are an excellent method of preventing affinity orientation discrimination.ReferencesBennett-Alexander, D. D., & Hartman, L. P. (2001). Employment virtue for Business (III ed.) Boston, Massachusetts Mc Graw-Hill Primis.