Annotated Bibliography
No
Pagura, I. (2012). Discrimination in the workplace. Journal of the Australian Traditional-Medicine Society. V18 i1 p45(2).
http://go.galegroup.com.ezproxy.sienaheights.edu:2048/ps/i.do?&id=GALE|A307919696&v=2.1&u=lom_sienahul&it=r&p=HRCA&sw=w&authCount=1
This article has stated on the discrimination of the different contexts, such as gender, sex, age, race, physical or mental incapacity, pregnancy, political belief, religious beliefs and martial status. It mainly focus on the sexual harassment at the workplace. "It is unlawful for an employee to sexually harass a fellow employee or a person who is seeking employment with the same employer, a partner in a partnership to sexually harass another partner, or a person who is seeking to become a partner, in the same partnership, a workplace participant to sexually harass another workplace participant at a place that is a workplace of both of those persons.
This article is really a qualitative research since I found this article/journal from Siena Heights University Library Articles. This article would be very helpful to my research on discrimination at workplace that also included sexual harassment at workplace.
Johonson, S. H. (2012). At Law: Discrimination and the Religious workplace. The Hasting Center report, Vol. 42(6), pp. 10-11. Hasting Center.
http://www.jstor.org.ezproxy.sienaheights.edu:2048/stable/23883433?seq=1#page_scan_tab_contents
This article talked about a school teacher filed suit against St. Vincent de Paul School and the Catholic Diocese of Fort Wayne. The school is not renewing her teaching contract because she was undergoing into vitro fertilization treatments, which violate Catholic tenet applicable to conception. The school not renewing her contract discriminated against her on the basis of gender and disability. The Federal Equal Employment Opportunity Commission also agreed the school's action has violated Title VII and the Americans with Disabilities Act.
This article is really qualitative that I found from the Siena Heights University Library. This will help in some point in my research paper.
Hirsh, E. C. & Kornrich, S. (2008). The Context of Discrimination: Workplace Conditions, Institutional Environments, and Sex and Race Discrimination Charges. The American Journal of Sociology, Vol. 113(5), p.1394(39). The University of Chicago Press.
http://www.jstor.org.ezproxy.sienaheights.edu:2048/stable/10.1086/525510?seq=1#page_scan_tab_contents
"This article explores the organizational condition under which discrimination charges occurs. Demonstrating how organizational conditions affect workers' and regulatory agents'understanding on unlawful discrimination. Discussing about how characteristics of the workplace and institutional environment affect variation in the incidence of workers' charges of sex and race discrimination and in the subset of discrimination claims that are verified by EEOC investigators. The workplace, conditions, including size, composition and minority management, affect workers' charges as well as verified claims, the letter are also affected by institutional factors, such as affirmative action requirements, subsidiary status, and industrial sector. The internal workplace conditions affect both workers'and regulatory agents' interpretations of potentially discriminatory experience, while institutional conditional matter only for regulatory agents' interpretation of those events."
This is really good source and qualitative that I also found this article from Siena Heights University Library. This could help my research paper for more information and proof with some data.
Victorian Eual Opportunity & Human Rights commission. (2012). Types of discrimination - Workplace. The Chromium Authors.
http://www.humanrightscommission.vic.gov.au/workplace-discrimination/type-of-discrimination
This article talks about how is the discrimination is against the law. The discrimination is big issue that is against the law. The law's been made to protect all the employees against discrimination at all statges of employment. There are some personal characteristic that are protected by the law, such as age, parental and career status, disability, employment activity, gender identity, lawful sexual activity and sexual orientation, industrial activity, marital status, physical features, political belief or activity, pregnancy and breastfeeding, race, religious belief or activity, sex, expunged homosexual conviction, personal association, and also sexual harassment is against the law.
I use this article to talk basic about the discrimination in the workplace as an intorduction or inthe abstract.
This site seemed to be accurate and reliable due to it is powerby the humanrightscommision.
HR hero Your Employment Law Resource. (2012). Discrimination in the Workplace. Business and Legal Resource. The Chromium Authors.
http://topics.hrhero.com/discrimination-in-the-workplace/#
This article talked about the laws that protect in general all people and especially the employees and the employers in the workplace. Thare are some federal law that's been made and passed to protect employees in the workplace against the anykind of discrimination. Such laws are, the Title VII of the Civil Rights Act of 1964, Rehabilitation Act of 1973, Lilly Ledbetter Fair Pay Act, Equal Pay Act, Pregnancy Discrimination Act (PDA), Family and Medical Leave Act (FMLA), Age Discrimination in Employment Act (ADEA), Americans with Disabilities Act (ADA), ADA Amendments Act (ADAAA), Nineteenth Century Civil Right Act, and Genetic Information Non-Discrimination Act (GINA). These laws are still alive and activates and it is very important for all the employers and employees to be acknowledged and follow within or out of the workplace.
I use this article to support there's law that protect employees and it is unlawful to commit discrimination to others. These laws are not just or good for the employees in the workplace, it is important to follow the law and regulation in everywhere and is for everyone in geranl in every place.
I believe this site is accurate with the provided all kind of business and legal resources that's power by the Business and Legal Resources used the source code that governed by a BSD-style license.
Victorian Equal Opportunity & Human Rights Commission. (2016). Discrimination- workplace. The Chromium Authors.
http://www.humanrightscommission.vic.gov.au/workplace-discrimination
This article talked about the two type of discrimination that are direct and indrect discrimination. The direct discrimination is "when a person treats, or proposes to treat, someone unfavorably because of a person characteristic protected by law. Direct discrimination ofter happens because people make unfair assumptions about what poeple with certain personal characteristics can and cannot do. The indirect discrimination occurs when an unreasonable condition is imposed that disadbantages a person with a personal characteristic protect by law. indreact discrimination happens when a workplace policy, practice or behavior seems to treat all workers the same way, but it actually unfairly disadvantages someone becasue of a personal characteristic protected by law."
I used this to discss the type of discrimination of direct discriminaiton and indirect discrimination and giving some expamles.
This site is accurate because it is powered by the Victorian Equal Opportunity & Human Rights Commision. And this site has provided many other information and articles about human rights and others.
Workplace Fairness It's Everyone's Job. (2016). Proving Discrimination. The Chromium Authors.
http://www.workplacefairness.org/proving-employment-discrimination
This article talked about how to bring law suit against the discrimination issue or how to prove discrimination. There are several different types of discriminations clams that could bring in law suit, such as discriminatory intent/treatment that’s how an employer treated an employee due to his or her status as a member of protected class or category. Another type is disparate impact that is based on the effect of an employment policy, rule or practice rather than the intent behind it. The last one is retaliation that an employer retaliates against an employee who engages in conduct that the law protects, like making a complaint about discrimination or reporting a safety hazard, (Workingplace fairness, 2016). To prove the discrimination, direct evidence is the best way to show that the matters has been occurred. The statements by managers or supervisors that directly relate the adverse action taken against you would be included in the direct evidence of discrimination. Another one is circumstantial evidence that is very similar to direct evidence. Most employees must rely on circumstantial evidence to create a presumption of discrimination in most cases when bring law suit against the discrimination, (Workingplace fairness, 2016). It is important for all the employees to have such knowledge when facing such matter of discrimination in the working place and bringing lawsuit against the employers.
I use this to support on discussion on how to bring lawsuit on discrimination in the workplace and what evidence are needed to prove discrimination.
This site is accurate. powered by Midwest New Media, LLC. and Workplace Fairness.
Nolo. (2016). Employment Discrimination in Michigan. Avoid employment discrimination against protected classes in Michigan. The Chromium Authors.
http://www.nolo.com/legal-encyclopedia/michigan-employment-discrimination-31700.html
As for the Michigan state, the Michigan state law also prohibits discrimination based on “race, color, national origin, religion, sex (including pregnancy, childbirth, and related medical conditions), disability (physical or mental), age, genetic information, marital status, AIDS/HIV, height or weight, and misdemeanor arrest record. If the company has 15 employees or more, the companies are to follow the federal law and regulation that employees are covered by Title VII. If the companies have 20 or more employees, the companies are also under federal law that employees are subject to the Age Discrimination in Employment Act. If the companies have 4 or more employees, the companies also must be under the federal law and employees must comply with the employment discrimination provisions of the Immigration Reform and Control Act. Even with one employee, the companies within the Michigan, the employees are subject to the state’s antidiscrimination law.
I used this to express a little about the antidiscrimination law within the Michigan State.
This site is accurate that's powered by Nolo that provides the attorney and basic general idea about the laws and regulation to to the public.
Pagura, I. (2012). Discrimination in the workplace. Journal of the Australian Traditional-Medicine Society. V18 i1 p45(2).
http://go.galegroup.com.ezproxy.sienaheights.edu:2048/ps/i.do?&id=GALE|A307919696&v=2.1&u=lom_sienahul&it=r&p=HRCA&sw=w&authCount=1
This article has stated on the discrimination of the different contexts, such as gender, sex, age, race, physical or mental incapacity, pregnancy, political belief, religious beliefs and martial status. It mainly focus on the sexual harassment at the workplace. "It is unlawful for an employee to sexually harass a fellow employee or a person who is seeking employment with the same employer, a partner in a partnership to sexually harass another partner, or a person who is seeking to become a partner, in the same partnership, a workplace participant to sexually harass another workplace participant at a place that is a workplace of both of those persons.
This article is really a qualitative research since I found this article/journal from Siena Heights University Library Articles. This article would be very helpful to my research on discrimination at workplace that also included sexual harassment at workplace.
Johonson, S. H. (2012). At Law: Discrimination and the Religious workplace. The Hasting Center report, Vol. 42(6), pp. 10-11. Hasting Center.
http://www.jstor.org.ezproxy.sienaheights.edu:2048/stable/23883433?seq=1#page_scan_tab_contents
This article talked about a school teacher filed suit against St. Vincent de Paul School and the Catholic Diocese of Fort Wayne. The school is not renewing her teaching contract because she was undergoing into vitro fertilization treatments, which violate Catholic tenet applicable to conception. The school not renewing her contract discriminated against her on the basis of gender and disability. The Federal Equal Employment Opportunity Commission also agreed the school's action has violated Title VII and the Americans with Disabilities Act.
This article is really qualitative that I found from the Siena Heights University Library. This will help in some point in my research paper.
Hirsh, E. C. & Kornrich, S. (2008). The Context of Discrimination: Workplace Conditions, Institutional Environments, and Sex and Race Discrimination Charges. The American Journal of Sociology, Vol. 113(5), p.1394(39). The University of Chicago Press.
http://www.jstor.org.ezproxy.sienaheights.edu:2048/stable/10.1086/525510?seq=1#page_scan_tab_contents
"This article explores the organizational condition under which discrimination charges occurs. Demonstrating how organizational conditions affect workers' and regulatory agents'understanding on unlawful discrimination. Discussing about how characteristics of the workplace and institutional environment affect variation in the incidence of workers' charges of sex and race discrimination and in the subset of discrimination claims that are verified by EEOC investigators. The workplace, conditions, including size, composition and minority management, affect workers' charges as well as verified claims, the letter are also affected by institutional factors, such as affirmative action requirements, subsidiary status, and industrial sector. The internal workplace conditions affect both workers'and regulatory agents' interpretations of potentially discriminatory experience, while institutional conditional matter only for regulatory agents' interpretation of those events."
This is really good source and qualitative that I also found this article from Siena Heights University Library. This could help my research paper for more information and proof with some data.
Victorian Eual Opportunity & Human Rights commission. (2012). Types of discrimination - Workplace. The Chromium Authors.
http://www.humanrightscommission.vic.gov.au/workplace-discrimination/type-of-discrimination
This article talks about how is the discrimination is against the law. The discrimination is big issue that is against the law. The law's been made to protect all the employees against discrimination at all statges of employment. There are some personal characteristic that are protected by the law, such as age, parental and career status, disability, employment activity, gender identity, lawful sexual activity and sexual orientation, industrial activity, marital status, physical features, political belief or activity, pregnancy and breastfeeding, race, religious belief or activity, sex, expunged homosexual conviction, personal association, and also sexual harassment is against the law.
I use this article to talk basic about the discrimination in the workplace as an intorduction or inthe abstract.
This site seemed to be accurate and reliable due to it is powerby the humanrightscommision.
HR hero Your Employment Law Resource. (2012). Discrimination in the Workplace. Business and Legal Resource. The Chromium Authors.
http://topics.hrhero.com/discrimination-in-the-workplace/#
This article talked about the laws that protect in general all people and especially the employees and the employers in the workplace. Thare are some federal law that's been made and passed to protect employees in the workplace against the anykind of discrimination. Such laws are, the Title VII of the Civil Rights Act of 1964, Rehabilitation Act of 1973, Lilly Ledbetter Fair Pay Act, Equal Pay Act, Pregnancy Discrimination Act (PDA), Family and Medical Leave Act (FMLA), Age Discrimination in Employment Act (ADEA), Americans with Disabilities Act (ADA), ADA Amendments Act (ADAAA), Nineteenth Century Civil Right Act, and Genetic Information Non-Discrimination Act (GINA). These laws are still alive and activates and it is very important for all the employers and employees to be acknowledged and follow within or out of the workplace.
I use this article to support there's law that protect employees and it is unlawful to commit discrimination to others. These laws are not just or good for the employees in the workplace, it is important to follow the law and regulation in everywhere and is for everyone in geranl in every place.
I believe this site is accurate with the provided all kind of business and legal resources that's power by the Business and Legal Resources used the source code that governed by a BSD-style license.
Victorian Equal Opportunity & Human Rights Commission. (2016). Discrimination- workplace. The Chromium Authors.
http://www.humanrightscommission.vic.gov.au/workplace-discrimination
This article talked about the two type of discrimination that are direct and indrect discrimination. The direct discrimination is "when a person treats, or proposes to treat, someone unfavorably because of a person characteristic protected by law. Direct discrimination ofter happens because people make unfair assumptions about what poeple with certain personal characteristics can and cannot do. The indirect discrimination occurs when an unreasonable condition is imposed that disadbantages a person with a personal characteristic protect by law. indreact discrimination happens when a workplace policy, practice or behavior seems to treat all workers the same way, but it actually unfairly disadvantages someone becasue of a personal characteristic protected by law."
I used this to discss the type of discrimination of direct discriminaiton and indirect discrimination and giving some expamles.
This site is accurate because it is powered by the Victorian Equal Opportunity & Human Rights Commision. And this site has provided many other information and articles about human rights and others.
Workplace Fairness It's Everyone's Job. (2016). Proving Discrimination. The Chromium Authors.
http://www.workplacefairness.org/proving-employment-discrimination
This article talked about how to bring law suit against the discrimination issue or how to prove discrimination. There are several different types of discriminations clams that could bring in law suit, such as discriminatory intent/treatment that’s how an employer treated an employee due to his or her status as a member of protected class or category. Another type is disparate impact that is based on the effect of an employment policy, rule or practice rather than the intent behind it. The last one is retaliation that an employer retaliates against an employee who engages in conduct that the law protects, like making a complaint about discrimination or reporting a safety hazard, (Workingplace fairness, 2016). To prove the discrimination, direct evidence is the best way to show that the matters has been occurred. The statements by managers or supervisors that directly relate the adverse action taken against you would be included in the direct evidence of discrimination. Another one is circumstantial evidence that is very similar to direct evidence. Most employees must rely on circumstantial evidence to create a presumption of discrimination in most cases when bring law suit against the discrimination, (Workingplace fairness, 2016). It is important for all the employees to have such knowledge when facing such matter of discrimination in the working place and bringing lawsuit against the employers.
I use this to support on discussion on how to bring lawsuit on discrimination in the workplace and what evidence are needed to prove discrimination.
This site is accurate. powered by Midwest New Media, LLC. and Workplace Fairness.
Nolo. (2016). Employment Discrimination in Michigan. Avoid employment discrimination against protected classes in Michigan. The Chromium Authors.
http://www.nolo.com/legal-encyclopedia/michigan-employment-discrimination-31700.html
As for the Michigan state, the Michigan state law also prohibits discrimination based on “race, color, national origin, religion, sex (including pregnancy, childbirth, and related medical conditions), disability (physical or mental), age, genetic information, marital status, AIDS/HIV, height or weight, and misdemeanor arrest record. If the company has 15 employees or more, the companies are to follow the federal law and regulation that employees are covered by Title VII. If the companies have 20 or more employees, the companies are also under federal law that employees are subject to the Age Discrimination in Employment Act. If the companies have 4 or more employees, the companies also must be under the federal law and employees must comply with the employment discrimination provisions of the Immigration Reform and Control Act. Even with one employee, the companies within the Michigan, the employees are subject to the state’s antidiscrimination law.
I used this to express a little about the antidiscrimination law within the Michigan State.
This site is accurate that's powered by Nolo that provides the attorney and basic general idea about the laws and regulation to to the public.