Abstract
This essay serves to examine the wage inequalities between men and women in the modern day workforce. It references two specific examples of gender discrimination; Ann Hopkins' suit against Price Waterhouse in 1982 and Muriel Kraszewski's suit against State Farm. The author also explains in detail the ramifications of Title VII of the Civil Rights Act of 1964, which attempts to protect the rights of women who work in the same jobs as men.

From the Paper
"In order to fully gain equal employment and fairness, traditionally male positions must be opened to females. This is the only way to shatter the glass walls and ceilings that are so prevalent in today's society. Many women have fought discrimination and improved their own lives and the lives of countless other women over the span of several generations. The first step in creating equality in the workplace is to inform women of their rights. The next step is for these women to exercise their rights. Women can no longer allow themselves to be excluded from the workforce. Individuals concerned about equality should press for the continuation and strengthening of better paying jobs for women, and this support must not come from women alone. In order for our society to foster this change, we must understand why these changes are necessary. Society requires that men and women work together and this is not likely to change. What must change is the way that we work together. "

Tags:ceiling, discrimination, gender, glass, inequalities, segregation, sex, title, vii, wage

Abstract
This paper presents an analysis of sexual harassment in the workplace. The author discusses background of sexual harassment, legalities of sexual harassment and business strategies to reduce sexual harassment in the workplace such as various policies and requirements.

From the Paper
"In 1964 Title VII of the Civil Rights Act was accepted into our nation's law. Since then sexual harassment has been added as a protected class under Title VII. Unfortunately, it has taken many high-profile lawsuits such as the Anita Hill Senate hearings, Faragher v. Boca Raton, and Crowley v. L.L. Bean for employers to understand that it is imperative for every company, no matter how big or small, to have a well-thought out plan for dealing with sexual harassment situations. It is also crucial that these organizations make sure their employees are completely aware of the procedures to follow if such a situation arises. Not only should companies have guidelines in this area, but they should also make it clear where they stand on relationships between employees and how sexuality is viewed within the company, because what is acceptable in one instance may be unacceptable in another. One of the most common reasons sexual harassment situations evolve into multi-million dollar lawsuits is because the victims are not made aware of their organization's policies or their claims are not properly dealt with by the organization. By taking a few simple preventive measures, the probability that a lawsuit will arise from a sexual harassment is minimal, making the workplace better for both employees and employers."

Tags:harassment, sex, workplace, women

Abstract
This paper discusses the issue of female discrimination in the workplace. The author examines the glass ceiling, a concept used to describe an imaginary barrier that prevents women from climbing the corporate ladder because a glass ceiling prevents then from climbing higher.

From the paper:

"In summary an organizations culture and values are reflected by their ability to both meet the needs of working mothers and to promote women in the organization. The debate exists as to how much the glass ceiling impacts working women, organizations need to address the needs and promote their female employees, otherwise they are missing out on a talented pool of workers. As women continue to play a bigger role in corporate America, they deserve the same opportunity to advance as men do."

Tags:discrimination, corporate, sex, employment, ladder, women, working

Abstract
The paper introduces drug testing in the workplace as a controversial issue. There are those who hold the position that it is an invasion of privacy. On the hand there are those who believe that in today's society drug testing is a necessary evil, regardless of the invasion of privacy issue. The paper shows that the goals of employee drug testing include improvements in workplace safety, productivity and product integrity, however, as a decline in the use of drug testing by companies would suggest, drug testing programs did not meet these goals. This research supports the theory that drug testing in the work place does not improve productivity, and that it costs more money than it saves for companies. The author makes use of illustrations and graphs to support his argument.

Table of Contents
The Reliability Issue
Trends in Drug Testing
Does Drug Testing Improve Productivity?
The Costs of Drug Testing
Conclusion and Recommendations

From the Paper
"Advocates of drug testing in the work place would have us believe that the benefits far outweigh the costs. They paint a picture that would lead us to believe that America is a country made of substance abusers, who regularly endanger innocent citizens through their impairment caused by substance abuse. It has achieved this through sensationalizing a few accidents that could have been caused due to operator substance abuse. However, the facts do not support this picture, as illustrated by the low number of positive results obtained. Drug testing costs approximately $2000 per employee tested."

Tags:Factor, 2000, Labor, Statistics, accidents, abuse

Abstract
The paper focuses on the problems that women encounter while entering a male dominated industry. The author discusses experiences women encounter in the police force such as alienation, hostility and resentment.

From the Paper
"Barefoot and pregnant was the motto echoed throughout the nation about women prior to 1910. In this year, Alice Stebbins Wells became the first sworn female officer. Unfortunately, even though women were accepted into the policing profession, their role was a very limited one. They were concentrated in aspects that dealt with other women, children, or clerical work. I suppose that allowing them to work solely in these areas was meant to reinforce their "motherly" side. And why not? It wasn't considered "ladylike" to shoot a gun or deal with issues such as alcohol or violence. Women weren't supposed to engage in fighting or tell men what to do. These thoughts are representative of the Madonna-whore duality, where a woman is either "a mother/wife/virtuous paragon" or "an evil/Eve/seductress" (Epstein 186 ). Women who make attempts to be officers of the law are considered to be those evil women who have deviated from the "norm." It wasn't until 1972 that amendments were made to the Civil Rights Acts of 1964, allowing women a right to an equal opportunity in their quest for a law enforcement career."

Tags:resentment, hate, alienation, equality, fair, separate, ostracism, feminine, masculine, disadvantage, training, officer

Abstract
This paper discusses the issue of sexual harassment in the Amercian workplace. It categorizes what type of conduct may be considered harassment, and briefly explains the annti-discrimination policy guidelines Equal Employment Opportunity Commission.

Definition Of Sexual Harassment:
Quid Pro Quo
Hostile Working Environment

From the Paper
"With the rapidly changing corporate culture, organizations in the United States are required to focus their attention on eradication of discriminatory practices in the workplace especially those connected with gender. Sexual harassment is one such problem, which has become the worst form of gender discrimination on job in recent years. Complaints of sexual harassment are rising dramatically and while American corporations are showing active interest in resolving the issue, new cases are still being reported in every part of the country. Davis (1998) writes, "In 1986, the Equal Employment Opportunity Commission began tracking sexual harassment cases and found 2,850 filed. By 1995, these claims had climbed to over 15,000 for the year." (Restaurant Hospitality, pp. 122)"

Tags:discrimination, behavior, employee, worker, women, female, environment, harassment, hostile, proquo, quid, sexual, workplace, civil, rights, EEOC, Equal, Employment, Opportunity, Commission

Abstract
The paper discusses the rights of employers' to monitor employees at work by intercepting emails and phone calls. It further considers the problems associated with such monitoring.

Outline
Introduction
Monitoring - Species of What?
Monitoring - Why?
Surveillance of Email and Internet
Telecommunications and CCTV Monitoring
Data Protection
Employee Surveillance and ECHR and Human Rights Act Defamation
Employee Monitoring - Private Rights and Public Policy
Conclusion

From the Paper
"Over the last few years, software packages have made electronic performance monitoring possible ; employers are able to use more sophisticated techniques to monitor their subordinate employees. Commonly used is the "telephone tap". Numerous recorded messages inform us that our calls may be "monitored and or recorded". Often to safeguard employees and also to protect the employers own interests as well as clients' but also for training purposes. However, many employers have ulterior motives behind their ability to monitor and record calls."

Tags:privacy, calls, email, phone, data, trade, unions

Abstract
The paper discusses the right of the employer to employ whomever he or she wishes with an analysis of the history of the freedom to contract from the leading case Allen vs. Flood and Taylor. The paper considers the implications of the employer exercising his or her right and the issue of discrimination.

Outline
Introduction
Development
Challenges Facing Employers
Conclusion

From the Paper
"The general rule within the common law system is that the employer is free to offer employment to whomsoever he chooses . This inherent principle, it has been argued, should not be interfered with by the whim of popular legislation in order for the government of the time to succeed within election campaign times . The challenge faced by governments and the Courts is to create an equal balance between protecting the rights of employees from exploitation and discrimination and allowing corporations to be managed as productively and independently as possible within a highly competitive market place."

Tags:discrimination, allen, flood, legislation, labour

Abstract
This paper analyses four sources of UK employment law and practice; the domestic common law, statutory law, the European convention and international labour standards. The paper considers what legal provisions exist, if any, to effect a conclusive right for workers and trade unions to lawfully instigate and participate in industrial strike action as a means of addressing labour disputes. The paper shows how the law does make provision for strike action to effectively take place, by granting statutory, albeit limited, immunities.

Outline:
Abstract
Domestic Common Law
Domestic Statutory Law
The ECHR and a 'Human Right' to strike?
International Recognition of a Right to Strike
Conclusion

From the Paper
"Whilst the statutory law in the UK has seen much change over the years in the extent to which it has either sought to provide for, or sought to restrain the use of industrial action in labour disputes ; the common law, by way of contrast, has continuously followed the general principle that an employee is fundamentally obliged under his contract of employment to provide his labour. Consequently, "any form of industrial action by a worker is a breach of contract which entitled the employer at common law to dismiss the worker" , and / or to refuse the paying of wages , and / or to even sue for damages . As such, notwithstanding the fact that the latter option has rarely been pursued in practice by employers , it can be clearly seen from the outset that the common law provides employees with no means of effectively engaging in strike action without risking potential loss of employment and financial ruin."

Tags:statutes, industrial, action, employers, employees, unions, international, domestic

Abstract
This essay provides a critical analysis of the contemporary operation of the employment tribunal system with particular emphasis on its key failings as a forum for resolving individual employment disputes. A number of recent legislative reforms, and the impact that they have had on resolving the faults of the system, are also discussed.

Outline:
Abstract
The Cost of Tribunals
Too Many Applicants
Increased Legal Regulation
Encouragement of Unmeritious Claims
Reforms to the system
Conclusion

From the Paper
"Employment Tribunals were originally established for the sole purpose of hearing appeals concerning 'industrial training levies' under the Industrial Training Act 1964 . Since then, their jurisdiction has been gradually, yet substantially, increased and enhanced through a variety of legislative measures , legal judgments and the adoption of various EU policies ; leading to a total jurisdiction which now covers over eighty types of complaint."

Tags:worker, employee, litigation, dispute, union