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Employment Discrimination Policy

Uploaded by howardar48 on Oct 03, 2014

Discrimination in the Workplace

Abstract
Our Company is committed to the principals of Equal Employment Opportunity and to making employment decisions based on merit and value. We are dedicated to conforming with all federal, state, and local laws concerning Equal Employment Opportunities, as well as all laws associated to terms and conditions of occupation. We desire to maintain a work environment which is free of harassment or discrimination because of age, race, gender, sexual orientation, physical disability, ethnicity, parental status, marital status, personal habits (tobacco use), religion, appearance or any other status protected by federal, state or local laws. Furthermore, LSA Logistics will make every realistic effort to accommodate those physical or mental restrictions of an otherwise skilled employee, unless uncalled-for hardship would result for the Company.

Key words: Age, Race, Gender, Sexual Orientation, Physical Disability, Ethnicity, Parental status, marital status, Personal habits (tobacco use), Religion, Appearance






Our company’s need for a sexual orientation discrimination policy is because local and state laws require a policy to prevent this discrimination from happening. "Sexual orientation" is the preferred term used when referring to an individual's physical and/or emotional attraction to the same and/or opposite gender. Gay, lesbian, bisexual and straight are all examples of sexual orientations. A person's sexual orientation is distinct from a person's gender identity and expression. (http://www.hrc.org/resources/entry/sexual-orientation-and-gender-identity-terminology-and-definitions) Section 5 of the Fourteenth Amendment (1) empowers Congress to enact legislation that "deters or remedies constitutional violations." (2) Recently, Congress has begun to consider exercising its section 5 power to pass a piece of antidiscrimination legislation. If enacted into law, the Employment Nondiscrimination Act of 2009 (3) (ENDA) would prohibit the states, as well as other employers, from discriminating against their employees on the basis of sexual orientation and gender identity. (4) If the Supreme Court, in turn, takes a case that requires it to determine whether sexual orientation or gender identity is a suspect classification, it should consider ENDA, if enacted into law, as one factor that weighs in favor of an affirmative answer.( http://www.questia.com/read/1G1-235324198/employment-discrimination-congress-considers-bill) Unfortunately, there is currently no federal statute prohibiting private sector sexual orientation discrimination in the workplace. Here at LSA Logistics we have a sexual orientation policy because we want all our employees to feel safe regardless of their sexual orientation.
LSA Logistics does not discriminate against employees because of their physical disability. A disability for purposes of the Americans with Disabilities Act or ADA is a physical or mental impairment...

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Uploaded by:   howardar48

Date:   10/03/2014

Category:   College

Length:   3 pages (756 words)

Views:   1706

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