What are some actions that the companies could have taken to prevent the violation of the rights as determined by the EEOC article?

In the employment discrimination lawsuit, there are losses that could be faced by the company as it loss the reputation of the company. Creating an environment that is favorable for all the employees without any discrimination is necessary to gain the success in the market. EEOC claims for the additional cost that must an employer pay to meet the loss of the employees and must be in the compliances of the company. Employers required designing different strategies that are required to adopt in the prevention of the discrimination at the workplace. There is no need to implement lawsuit in the organization but some compliances and regulations that must be followed by the employees. Employers or the management of the company must take strong measures to deal with the problem of employee’s discrimination, harassment as well as retaliation could be avoid EEOC charges and lawsuits.

Implement and incorporate a severe arrangement that makes business discrimination of any kind prohibited in your working environment. The strategy needs to cover business partition, irritation, and argue against. The arrangement ought to incorporate a procedure for announcing any episodes of work segregation, harass, or retaliation to the organization. The agreement ought to impart how a representative protest will be dealt with a layout of steps taken to support the employees without any discrimination (McMahon, West, Mansouri, & Belongia., 2005).

The approach might to talk about the idea of oppose, and pressure that punishment is most likely a type of segregation. At long last, the business discrimination arrangement ought to contain a deception procedure for workers who are disappointed with the result of their irritable behavior of the management. Train your supervisors in the execution of the counter discremination approach with the desire that counteraction is their obligation. Supervisors must perceive signs and side effects that discrimination, badgering, or reprisal is happening and skill to address these illicit activities. Business segregation, harassing, retaliation, harassing, discrimination, and potential viciousness should all be tended to together as not allowed in your working environment.

What are examples of damages awarded to complainants in cases similar to those mentioned in the EEOC article?

There are number of cases that are filed, resolved and adjusted since 1964 about the prohibition of race color etc. here are some cases that are related to public and private sectors from 2003 to onward, some are illustrated:

·         In January 2007, the Commission discovered discrimination dependent on race (African-American) when a government worker was not selected for the situation of Criminal Investigator in spite of doubtlessly better capabilities as thought about than the selected employees (Munroe, 1995). The director who suggested the selected employees, disregarded complainant's capabilities and was accounted for to have recently told another African-American candidate that his "Dark ass could never turn into a specialist." The Commission asserted the AJ's finding of discrimination and requested the retroactive advancement of complainant, back compensation, compensatory loss ($75,000), lawyer's expenses, and other help.

·         In November 2006, the Commission found that a government representative had been victimized dependent on his race (Asian/Pacific Islander) when he was not chosen for the situation of Social Insurance Specialist. The Commission attested the AJ's finding that the office's explained purpose behind neglecting to choose complainant the selected was "strongly suggested" to the choosing official was not deserving of confidence since complainant was "certainly suggested" and that discrimination more probable persuaded the organization's choice. The Commission requested the retroactive advancement of complainant, back compensation, compensatory harms ($5,000), lawyer's expenses, and other help.

·         In March 2008, the Commission asserted the AJ's finding of race (Native American) and national source (Cherokee Nation) discrimination where complainant had his life cooperated by a customer and the office never took important activities to stop the badgering. The AJ found that a client eternally stressed complainant by, among different activities, alluding to complainant as a "useless Indian, moronic Indian, and dumb." The Commission attested the honor of $50,000 in non-monetary problems because of complainant's passionate affliction, repossession of leave, installment of expenses, and mileage. The Commission likewise requested preparing of mindful authorities, thought of control, and the posting of a notification however dismissed the AJ's honor of $6,903.87 in bringing costs for complainant's deal to a close of his home as being too theoretical to even consider connecting to the oppressive direct.

What are some actions that you would take as a Human Resource Manager to prevent some of the allegations detailed in the lawsuits described in the EEOC article?

As above discussed that the working place is more critical place where everyone must be interrelated with each other to meet and work together for the attaining of the common objectives in the business. There must be complete hold of the management to take check and balance on the performance as well as behavior of the employees with each other. Some employers are working as management by themselves and some are based on the policies of the human resources management in the business activities. As a human resource management there should be proper implications of the compliances that must be adopted by the employers. I as working in human resource management department, I must be careful that there is no discrimination in the company. There are different ways to prevent the employment discrimination that could be in the form of litigation and documentation. These steps are:

Ø  To act timely in the organization’s work so that there could be complete information about the complaint made by employees about harassment or retaliation.

Ø  There must be accomplishment about the culture and norms that are necessary to put in the organization.

Ø  There must be mandatory that every employee should attend the training program so that he could be able to make the better performance by knowing about his rights.

Ø  There should be complete eye of HR department on the workers so if there is any discrepancy mangers could find it at initial stage (Meier, Pennington, & Eller., 2005).

References of EEOC

McMahon, B. T., West, S. L., Mansouri, M., & Belongia., L. (2005). Workplace discrimination and diabetes: the EEOC Americans with Disabilities Act research project. Work , 25 (1), 9-18.

Meier, K. J., Pennington, M. S., & Eller., W. S. (2005). Race, sex, and Clarence Thomas: Representation change in the EEOC. Public Administration Review , 65 (2), 171-179.

Munroe, M. E. (1995). "The EEOC: Pattern and Practice Imperfect. Yale L. & Pol'y Rev. , 13, 219.