Discrimination Paper
This article discusses how a large corporation attempted to discriminate against a person based on their gender. The corporation tried to switch the blame, claming that the employee stole papers belonging to the company. The employee filed suit against the company.
A maker of aircraft electronics, Curtiss-Wright Corp., lost a $9 million verdict. A New Jersey jury concluded that a woman executive was passed over for a promotion and fired because of her gender. The 53-year-old woman, Joyce Quinlan, was awarded $4.56 million in punitive damages in the state Superior Court in Newark; she was also awarded the same amount in compensatory damages. Joyce claimed that she was deprived of an upper management human resources position in June 2003 and that she was subsequently fired a year later because she filed a sex bias lawsuit. "The jury found she was denied a promotion because she was a woman," Quinlan's attorney, Neil Mullin, said in an interview. "The jury found that the promotion was gender-biased, and she was fired in violation of the law" (Voreacos, 2007).
In 1964 the Civil Rights Act was passed to eradicate employment discrimination against persons because of their race, religion, sex, or national origin. The United States Congress passed a law in 1967 to add employment discrimination on the basis of age and in 1990, passed a law to prohibited employment discrimination on the basis of disability. Several states followed suit and enacted laws prohibiting employment discrimination on the basis of race, religion, sex, national origin, age, and disability, and some state and local governments prohibit employment discrimination on the basis of sexual orientation. Although much progress has been made for equality for women in the workplace, i ...