Employment Law GB541 Course materials

Feb 3rd, 2012
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unit 2 case study

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Local 28, Sheet Metal Workers v. EEOC CFR 478 U.S. 421 (1986)NameDateCollegeInstructorLocal 28, Sheet Metal Workers v. EEOC CFR 478 U.S. 421 (1986) It is clear why a court would be able to include within its remedies those who are not directly discriminated by their employer in the case between Local 28 and Equal Employment Opportunity Commission. Direct discrimination by an employer means that a potential employee has been denied employment because of race or any other discriminatory threshold. In the ruling surrounding Local 28 vs EEOC, the court includes all future potential members and employees of Local 28 and Sheet Metal Workers respectively. Title VII of the 1964 Civil Rights Act requires that no employer should discriminate against potential employees regardless of their race, gender, ethnicity, national origin or religion (United States, 1986). The court decision to include these remedies are aimed at ensuring the civil rights are protected and that employment practices in the company in question are all inclusive and fair. The remedies conferred by the courts were that Local 28 increase their apprenticeship program to 29% membership of minority races (United States, 1986). Since Local 28 had ignored the court decision to increase minority races among its membership, the court fined local 28 to and expected the fine to be used as a special fund for employment, training, education and recruitment of marginalized racial groups. It is clear

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