Subject: Employment Law Title: Disparate Impact/Disparate Treatment

Decisions in the workplace are do every wink of every day; some by individuals, others as a sort. Anytime a workplace decision is made between deuce individuals, discrimination has occurred. However, not all such decisions are illegal. deed VII of the Civil Rights Act of 1964 and 1991 has made certain decisions base on race, religion, gender, color, national origin, and age illegal. The workplace is saved by law, and the law is intended to assure that the employment environment is made as fair and productive as possible. Within this paper, I leave discuss a case that illustrates different equal and a different case that illustrates disparate treatment, both of which fire up under Title VII discrimination protection. I will then give a brief description of the applicable facts, the ruling and reasoning of the court, the specific implications of the ruling for my employment environment, and the leave case citation.

Disparate Treatment

Disparate treatment is intentional discrimination. Where employment decisions are do by race, color, sex, etc., disparate treatment exists. The key element need to show disparate treatment is that members of a protected group are treated differently from non-members. A but for judge is often applied. But for membership in a protected group, the employee would not have been the object of the adverse employment action.



With disparate treatment, the motivating factor behind the employment action is the employees membership in the protected group.

In Brown v. einsteinium Mississippi galvanising Power Association, 989 F.2d 858, 861 (5th Cir. 1993), Brown was a 20 year employee of East Mississippi Electric Power Association (EMEPA). After 20 years, he became the first African-American serviceman. Within a year, he was given the option of returning to the line crew or dismissal. EMEPA contended that he resigned, and that his demotion was based on...

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