1. Question : (TCO B) Porter, Co. has recently instituted a policy of promoting only from within its employee pool. For years, the company hired for advanced positions internally and externally. At the time when Porter, Co. instituted this new policy of promoting exclusively internally, its workforce of 200 individuals was 80% male and 20% female. The available labor pool of 3,000 qualified individuals from which Porter, Co. might recruit for advanced positions, were it looking outside as well as within, was 50% male and 50% female. Should Porter, Co. have any cause for concern over the legality of the new promotions policy? Explain in detail and support your conclusion with analysis of potential legal liability, suggested revisions, and explanation of possible consequences.
Student Answer: In this case there are two legal action would be consider, first sex discrimination, disparate impact. Sex discrimination: According to EEOC "Sex discrimination involves treating someone (an applicant or employee) unfavorably because of that person's sex. Sex discrimination also can involve treating someone less favorably because of his or her connection with an organization or group that is generally associated with people of a certain sex." Should Porter, Co. have any cause for concern over the legality of the new promotions policy? The answer is yes, if they don't have any strong reason for backup their new policy. For this particular case Porter, Co. has workforce of 200 individuals which 80% make and 20% female which based on sex discrimination, this job mostly qualified for men than women. This company has to have kind of policy that shows why mostly men were qualified for the job than women. This case didn't say exactly what Porter Co. do, however it looks like the company doing favoritisms and supports men. I think that an employer has to create a loyal atmosphere and balanced their business practice against any possible discrimination based on sex and disfavor...