Female prison guards and Summit County officials have agreed to bring in a mediator to help settle a long-running dispute over a county policy that forbids the women from guarding prisoners who are showering.
The guards claim the policy means they receive fewer raises and miss out on promotion opportunities.
One guard, Jacquetta Hawkins, cited the policy as the reason she was transferred from a more desirable shift in 2005, a move she describes as “a step backward in my career.” The county claims the policy has no effect on female guards’ pay and promotions.
The U.S. Department of Justice’s Office of Civil Rights has intervened on behalf of the guards, labeling the case as one of great public interest. An August 2013 trial date has been pushed back two months to give the mediator more time to find common ground.
Note: It’s easy to assign employees to specific tasks out of habit or convenience. But if that practice has a disparate impact on a particular group, it pays to conduct a review to determine if another, less discriminatory path achieves the same goal.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/32596/mediator-called-in-to-clean-up-summit-prison-shower-dispute "
- Treating some minorities well doesn't excuse bias against others
- Scents and ... sensible policy: Must you accommodate 'Chemical sensitivity'?
- Erratic employee veering toward violence? Request fitness-for-duty exam, fire if he refuses
- Tell well-intentioned managers: You must route all ADA accommodation requests through HR
- Ensure harassment victim knows you want her to stay