Executive order 11246 for gender discrimination Executive order 11246 and its resultant implementation regulations covers employers with federal sub-contracts and contracts that goes beyond $10,000 and it is administered by the office of the federal contract compliance programs (OFCCP). The executive order 11246 requires the above contractors and sub-contractors to resist from discriminating and ensure the employees attain equal employment opportunity in spite of color, race, sex, nation origin and/or religion. Therefore, covered contractors and sub-contractors must make effort to achieve OFCCP’ goals for employment for minorities and women in all sectors of economy. According to executive order 11246, anyone has a right to file a complaint with OFCCP if she/he feels she is being discriminated in terms of race, color, sex or religion. Therefore Anne has a right to file a complaint because she feels she is being discriminated on basis of sex. According to executive order 11246 for gender discrimination, Anne will be successful on her quest for justice against gender discrimination. Being $1.3 million Company, Bradley Contracting is full within the stipulation of executive order 11246 and therefore is responsible for any discrimination that is instilled to its employees.
The white college receptionist is not entitled for reinstatement. This is because she has gone against the Racial Discrimination Act 1975. The Act prohibits offensive behavior based on racial hatred, which the receptionist did by referring to African-American as “RH”.
Ken is not liable for illegal discrimination but the companies are. Ken is only doing his job by recruiting applicants but the companies have the final say on the type of employee. Therefore, Ken’s job is to deliver the employees that best suit the companies’ demand.
Title VII protects employees and applicants against discrimination based on color, sex, religion, race or national origin. In this scenario where the union refuses to admit African-American because of opposing from white union members, the courts action towards the union is a permissible remedy under Title VII. This is because the Title VII allows for the following remedies as applicable: reinstatement, injunctive relief, and front pay, compensatory damages for any past or future emotional harm and out-of-pocket losses and punitive damages.
The employer wins in that it is trying to implement the affirmative action against gender discrimination.
Silver, I. (2001). Public employee discharge and discipline. New York: Aspen Publishers.