How to Write a Summary of an Article? Tennessee Valley Authority The Title VII of the Civil Rights Act protects individuals against employment discrimination on the bases of color, as well as national origin, sex, religion. This law applies to any employers with 15 or more employees including the local state, government, employment agencies, labor organizations and federal government jobs.
Ngia Branch Dunlap v.
Tennessee Valley Authority 1 Dunlap v. Tennessee Valley Authority 2 This paper will discuss and analyze issues involving the case Dunlap v.
We will determine the legal issues in the case. Lastly, we will discuss what should the TVA have done differently with regard to interviewing and selecting candidates for these jobs.
Our textbook states that; Employers that base employment decisions of any kind, including hiring and promotion, on protected class characteristics are engaging in disparate treatment discrimination Walshpg.
Under the doctrine, a violation of title VII of the Civil Rights Act maybe disproportionately adverse effect on members of the protected class as compared with non- members of the protected class United States employment law.
The doctrine entails that "A facially neutral employment practice is one that does not appear to be discriminatory on its face; rather it is one that is discriminatory in its application or effect.
In the case, Dunlap v. Proving why the Disparate adverse What where the legal issues in this case? The Title VII of the Civil Rights Act protects individuals against employment discrimination on the bases of color, as well as national origin, sex, religion.
This law applies to Dunlap v. Tennessee Valley Authority 3 any employers with 15 or more employees including the local state, government, employment agencies, labor organizations and federal government jobs.
David Dunlap a fifty-two black male who worked as a boil maker for twenty years has perform numerous of jobs for Tennessee Valley Authority and decided to interview for one of the ten position that TVA had available at the Cumberland facility. The district court found that Dunlap was subject to discrimination under both disparate impact and disparate treatment theories.
After analyzing both the disparate impact and the disparate treatment the disparate impact claim had failed due to the lack of evidence that Dunlap could provide to support his case, but he had enough evidence from the interview process to prove that the disparate treatment theory would help him to win his case against Tennessee Valley Authority.
Explain why the plaintiff's disparate treatment claim succeed? In order for Mr. Dunlap to success he must prove that Tennessee Valley Authority committed these specific things; 1. Dunlap had to establish a prima facie case of racial Dunlap v. Tennessee Valley Authority 4 discrimination.
Then the employer must articulate some legitimate, nondiscriminatory reason for its actions Walshpg The important step in this case understands exactly what pretext means and how it applies to the case at hand.
Pretextual is something that is put forth to conceal the truth, the misleading appearance or behavior to cloak the real intention or state of affairs Expert Law library. Dunlap had to prove that the reason stated was pretextual. In this case, the courts saw that it was for the reasons listed below: In the interviewing process, scores varied even on objective questions.
Dunlap was giving lower scores when he was only out a few days due to family illness, he received a 3. When we look at the two white applicants, in contrast they received 4. Dunlap received a 4 on a perfect safety, while another applicant received a score of 6, when he had two accidents in eleven years Walsh pg.
The Tennessee Valley Authority used a matrix process to score all applicants. According to our textbook, the district court found, however, that the interviewers placed candidates into categories after the interviews were finished and after the Dunlap v.
So many potholes and very gray areas were closed in the case Dunlap v. The courts found significant evidence What should the TVA have done differently with regard to interviewing and selecting candidates for these jobs?
Tennessee Valley Authority should have completed the whole process over from the beginning, from selection and hiring of its employees. Every one of the candidates should have been looked at for their merits and qualifications, not for anything else but that.
Selection of any candidate starts with the characteristics of the job, that are specified such as, what are the qualifications needed, and any relevant work experience needed.
It is very important that throughout the interview and selection process that the focus on the competencies are directly related to performing the job and reliability results are consistently using a systematic selection process that will yield the best candidate for the job.
If Tennessee Valley Authority had followed these last steps then, the outcome would have been different. In the case of Dunlap v. Tennessee Valley Authority made decision that would satisfy their central management.TOP. ONLINE LIBRARY of the REVOLUTIONARY WAR.
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Tennessee Valley Authority; Dunlap V. Tennessee Valley Authority. 3 March African American; What were the legal issues in this case? In the case of Dunlap VS Tennessee Valley Authority, the legal issue that was presented was discrimination, disparate treatment and disparate impact.
According to the EEOC, race discrimination. DUNLAP V. TENNESSEE VALLEY AUTHORITY 2 1. What were the legal issues in this case? In the case of Dunlap VS Tennessee Valley Authority, the legal issue that was presented was discrimination, disparate treatment and disparate impact.
According to the EEOC, race discrimination involves treating someone (an applicant or employee) unfavorably because he/she is of a certain race or because of. Most of Dunlap's experience has been with Tennessee Valley Authority (TVA) facilities located across Tennessee through contract or temporary work with his union.
Dunlap asserts that he has tried to gain employment with the TVA since the s, but had never been offered a job, or even an interview.
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