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Employment Discrimination Law

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1. What is the difference between disparate impact and disparate treatment in employment discrimination law? 2. Discuss the different tests that are available to show disparate impact liability under Title VII and the differences between the tests. 3. What is the significance of Omar Salah being an at-will employee? Back story on how to answer question 3 & 4:The employee was fired due for not submitting expense report over a period of time, before he was fired the company demoted him from sales manager to sales representative. Omar sued his employer for firing him based on his...

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Question Preview:

1. What is the difference between disparate impact and disparate treatment in employment discrimination law? 2. Discuss the different tests that are available to show disparate impact liability under Title VII and the differences between the tests. 3. What is the significance of Omar Salah being an at-will employee? Back story on how to answer question 3 & 4:The employee was fired due for not submitting expense report over a period of time, before he was fired the company demoted him from sales manager to sales representative. Omar sued his employer for firing him based on his race & nationality 4. Strategically, why would this influence his desire to sue on the basis of his race, national origin, religion, sex discrimination, and retaliation? Fully explain your answer using the information from the assigned reading.

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Disparate treatment and Disparate impact are the two terms which are related to employment discrimination. These theories were recognized in the year 1989 by theSupreme Court. Under the ADEA these are claimed and the form of discrimination which would impact the organization's employees immensely. For the establishment of the prima facie case the determination if this case disparate impact or disport treatment is essential. The disparate treatment has been defined by the supreme court that according to this treatment the employer treats their employees or rather discriminates their employees based on their sex, religion, race or national origin (Chambers, 2017).

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