Running Head: ANTI-DISCRIMATION LAWS

Running head?????

Anti-discrimination Laws Related to Employment

Marcus Coleman

8/4/13

Ashford University

ANTI-DISCRIMINATION LAWS

Anti-discrimination Laws Related to Employment

Job Description:

The administrative assistant position with our company is responsible for providing assistance to the

director of human resources. The position involves the administration of the day to day operations of

our company ,company, which requires a candidate withcandidate with a strong clerical background.

This role consistently uses standard office equipment such as computers, phones, printers, filing

cabinets and fax machines The clerical background of the qualified candidate should include prior

usage of a multi-line phone system, proficiency in all areas of Microsoft Office Suite(Excel, Word,

PowerpointPowerPoint, Outlook, Access), data entry and accounting experience is strongly

preferedpreferred. A qualified candidate must demonstrate a certain levelcertain level of initiative,

competency and the ability to work in a fast moving enviromentenvironment. The role of

administrative assistant is to be given to the individual who can develop both intrapersonal and

interpersonal relationships.Thisrelationships. This position requires a close working relationship with

the director of human resources, so the candidate must be a quick learner, have an advanced

understandingadvanced understanding of the director's work responsibilitesresponsibilities and be able

to handle inquires and translate ideas and questions. Administrative support may include meeting and

travel arrangements ,arrangements, preparing calendar schedule itinerary, etc. The position requires a

minimum work hourshour’s schedule of 9am-5pm, Monday through Friday.HoweverFriday. However,

since the role of administrative assistant to a director in our organization isorganization is such a

crucial position in our company, the candidate is may need to workto work longer than normal hours

ANTI-DISCRIMINATION LAWS

and some weekends may be required in order to complete task.

A qualified candidate should have 2-3 years experienceyears’ experience working as an administrative

assistance or related field. An associate degree in either finance, business or marketing preferred.

Note:

This position is begins with a mandatory 90-day probationary period. After completion of the 90 period

the candidate will be eligible for benefits.

Ten illegal questions that must not be asked during the interview, and legal questions that could be

asked.

1.) What is your nationality? This question cannot be asked during an interview. According to

SeaquistSea Quist under Title VII of the civil Civil Rrights Aaact of 19643,it, it is unlawful for a

candidate to discriminate against a candidate due to national origin. (SeaquistSea Quist, 2012)

Question that could be asked? Are you authorized to work in the United States?

2.) What religion do you practice?

This question cannot be asked during an interview. According to SequistSea Quist under Title VII of

the civil rights act of 1963,it, it is unlawful for an employer toemployer to discriminate against a

candiatecandidate due to religious beliefs. An example would be a muslimMuslim employee or Jewish

employee that requires head garments for their religion.

Question that could be asked? Would you be ok switching shiftsswitching shifts with an employee if

there is a religious conflict on that date(date (SeaquistSea Quist, 2012)

3.) Are you physically or mentally disabled? Under the Americans with DisailitiesDisabilities act

of 1990, an employer cannot discriminate against qualified applicants with

disabilitesdisabilities and must make reasonable accomodationsaccommodations(SeaquistSea

ANTI-DISCRIMINATION LAWS

Quist, 2012)

Question that could be asked: Are you able to perform the essential duties of the job with or without

reasonable accomodationsaccommodations?

4.) Are you 40 years old or younger? Under the Age Discrimination in Employment act of 1990,

employees over the age of 40 cannot be discriminated against due to being over 40(SeaquistSea

Quist, 2012)

Question that could be asked? Are you at least 18 years old

5.) Do you have children? Although there is not a law stating an interviewer cannot ask about

children, a prospective applicant could file a complaint if they bear the burden of proof, which

means they have to prove the didntdidn’t get the job because they had children. (SeaquistSea

Quist, 2012)

Question that could be asked: Do you have experience working with different age groups

6.) Woman do not earn the same pay is men with our company based on physical attributes, is that

a problem? The equal pay act of 1963 lessened the disparity between pay of men and woman, to

ensure fair labor practices. (SeaquistSea Quist, 2012)

Question that could be asked: What are your salary requirements?

7.) Are you a man or a woman? hisHis question cannot be asked during an interview. According to

SeaquistSea Quist under Title VII of the civil rights act of 1963,it, it is unlawful for a candidate

to discriminate against a candidate due to sexual originsexual origin. (SeaquistSea Quist,

2012)

Question that could be asked: How would you handle the physical demands of the job?

ANTI-DISCRIMINATION LAWS

8.) How much do you weigh? If an applicant is denied employment due to an employer asking

about their weight, the employee can file a disparate impact lawsuit if they suspect this question

has been asked to several other candidates or appears on aan application.(SeaquistSea Quist,

2012)

Question that could be asked: Are you comfortable wearing a uniform

9.) What kind of car do you own?Thisown? This could be considered non-class discrimination as

the type of car someone uses can be seen a form of discrimination, which could lead to a

discrimination lawsuit

Question that could be asked: Do you have reliable transportation

10. Would you be interested in going on a date after the interview? This would be in direct violation of

section 703 Title VII of the Civil Rights act of 1963, which prohibits verbal or physical conduct that

constitutes harassment(harassment (SeaquistSea Quist, 2012)

Question that could be asked: How would you define sexual harrassmentharassment?

References:

SeaquistSea Quist, G. (2012).Business law for managers. San Diego, CA:

Bridgepoint Education, Inc. Retrieved 8/4/13

Grading Criteria-Week FiveOutline of Final Paper-BUS67010 percent possible

BUS670 Grading RubricAssignment: Anti-discrimination Laws Related to EmploymentThe paper must be two to three pages excluding title page and reference pages, following APA format.Address all of the following parts of this assignment:Your supervisor has placed you in charge of hiring a new, full-time administrative assistant

ANTI-DISCRIMINATION LAWS

for your department. a. Write an advertisement for that position that complies with federal law. This advertise-ment must be detailed. The minimum length of your job description must be 300 words. You can make up the job details.b. Write ten illegal questions that must not be asked, and ten legal questions that may be asked during the interview. Clearly indicate which ones are legal or illegal. Explain your reasoning.

Content Criteria Grade Weight

The student fully addresses all key elements listed in the assign-ment instructions. Specifically, the student addresses all parts of the assignment, including: 1. The student has written a detailed advertisement for an ad-ministrative assistant position.a. The description must be 300 – 400 words. (The details of the job can be “made up,” but the advertisement must comply with federal law.) b. The advertisement complies with federal law.2. The student has written ten illegal questions that must not be asked during an interview.3. The student has written ten legal questions that may be asked during the interview.4. The paper clearly indicates which questions are legal or ille-gal. 5. The student explains his or her reasoning regarding why the questions are legal or illegal.

6

Writing Skills

The paper is grammatically correct, containing no spelling, punctuation, or grammar mistakes in addition to no “run-on” or fragment sentences.

1.5 2

Sentences are complete, clear and concise.

Style Criteria

The paper is one to two double-spaced pages in length (exclud-ing title page, reference pages, and appendix) and is correctly formatted according to APA guidelines.

1-repeat offense. Why are you still having a problem with this?

2

ANTI-DISCRIMINATION LAWS

The assignment includes a cover page that includes: 0 − Title of paper 1 − Student’s name 2 − Course name and number 3 − Instructor’s name 4 − Date submitted

The assignment includes, on the final page, a list of scholarly sources or references that is completed according to APA style as outlined in the approved style guide.

Total: 7.5 10

Comment:Review APA Guidelines and the AU APA Checklist in the Learning Resources Tab and Writing Center for Ashford Uni-versity.

For more detailed information on APA guidelines, you may also go to http://owl.english.purdue.edu/owl/resource/560/01/

It is highly recommended that you create an APA template to insure compliance with the APA guidelines.

It is also recommended that you use headings to meet the grading rubric requirements and to further organize your paper.

Special attention should also be made to insure that you are citing the sources of information and that they are in APA format. This is commonly known as “in-text” citations.

You can access the AWC by visiting http://awc.ashford.edu. Since there is still some time before the paper is due, it may be a good idea to submit it to the AWC for review.

Also, do not forget that AU has provided access to Turnitin, a plagiarism checker. Each student was provided access in the beginning of the term.

ANTI-DISCRIMINATION LAWS