In 2011, Verizon Communications was sued by the Equal Employment Opportunity Commission (EEOC) for its disability discrimination policies. EEOC accused the company of enforcing a “no-fault” attendance policy, thereby denying hundreds of its employees reasonable accommodation and disciplining them in line with the company’s policy. The company was accused of taking disciplinary action and firing employees whose absences were caused by their disability. The court found Verizon liable for violation of the Americans with Disabilities Act (ADA). As a result, the company ordered to pay $20 million settlement, as well as take other remedial measures to settle future cases.
Corrective Action Plan
Following the 2011 lawsuit, Verizon enacted an Affirmative Action Policy with an aim of providing equal employment opportunity to all employees without discrimination on any basis. The policy prohibits abuse and any action, words, or behavior that denigrates an individual. All Verizon Communications Inc. owned or subsidiary companies were required to adhere to the policy. The policy gives guidelines on how employees subjected to unlawful discrimination or harassment should raise their concerns.
Delegate your assignment to our experts and they will do the rest.
Work-life challenges that gays/lesbians face
Gays and lesbians may find it difficult to disclose their sexuality at the workplace for fear of homophobia and exclusion by their colleagues. Also, there is the challenge of being overlooked or denied valuable promotions because of their sexuality.
Employment Laws that protect LGBTs
The 1964 Civil Rights Act prohibits discrimination based on religion, race, sex, color, nationality, sexuality or disability in schools, employment, and public settings. The law was enacted in July 1964. EEOC interprets title VII of the act to protect the rights of LGBT employees. The Executive order 13672 also protects the rights of LGBT employees. In July 2014, President Obama included the gender identity to the categories protected against discrimination.
Organizational Plan for Protecting LGBTs against discrimination
Training of employees to make them gain an understanding and empathy towards the LGBTs.
Development and adoption of protective policies.
Working in partnership with LGBT support organizations. Alternatively, the organizations can establish gay-lesbian movements.
Creating inclusivity through enforcement of team activities and uniformity in organizational functions (Meier, 2018).
Reference
Meier, K.S. (2018). Solutions for LGBT Discrimination in the Workplace and in School. Chron. Retrieved from
https://work.chron.com/solutions-lgbt-discrimination-workplace-school-23934.html
1 https://www.levelaccess.com/verizon-hit-with-largest-disability-lawsuit-in-eeoc-history/
