EEOC_Paper_final.docx Soc /315 Cultural Diversity Individual EEOC Paper University O

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EEOC_Paper_final.docx Soc /315 Cultural Diversity Individual EEOC Paper University Of Phoenix A description of the compliance issue that led to the lawsuit and its ramifications for the organi... zations EEOC agency enforces federal laws as related to discrimination in the workplace. In this case, Dallas, Credle Enterprises, LLC doing business as McDonald failed to promote compliance with the sexual harassment in the workplace for the conducive environment to limit sexual discrimination. The decision that led to the lawsuit was born out of the senior employees action on the eight women, which involved unwelcome sexual advances, sexual jokes, the display of pornographic images, and subjecting the female workers to physical touching (EEOC, 2019). The action act against the legislation of Title VII of the civil rights act of 1964. In that, any organization in the US must comply with Title VII as it is unlawful for an employer to discriminate against an employee based on race, gender, ethnicity, place of origin, gender identity, sexual orientation, genetic information, disability etc. Therefore, lack of compliance affected the reputation of the organization, given the lawsuit awarded the women up to $340, 000. The fact that the management was aware and failed to act, also affect the brands image both locally and internationally, leading to a loss in business and reduction in customer loyalty. This is because most of todays consumers are after ethical organizations that value employees and invest. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . . [Show More]

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