Women are the ones that do account for 44 percentages of those working in industrial (Kwong, 1999). Some research even shows that some women are not overrepresented in the periphery where there are lower paying jobs that do dominate (Hayes, 2009)
In the case of gender inequality, wage discrimination exists between the male and female gender. Historically, gender inequality has favored men over similarly qualified women (Kwong, 1999)
Their gender individualities and gender benefits are entrenched more in social systems, equally dependent positions, and duties that are connected to others, rather than in atomistic, pre-social, independent, sexual selves" (Post, 2004). Even though a complete review of patriarchal organizations in the Hong Kong Chinese society is beyond the scope of this book, we confidence to appreciate through the numerous case studies that have presented here how Chinese patriarchy has been adapted and modified in relative to colonial modernism, and its part in globalization and post-expansionism in Hong Kong (Lee, 1997)
Historically, gender inequality has favored men over similarly qualified women (Kwong, 1999). In Hong Kong, Article 19 of the Bill of Rights promises rights to women in regards of d family and marriage (Merry, Stern, Deveaux, & Inoue, 2006)
Ching Kwan Lee's (1998) relative ethnographic investigations of factory women that are living in Hong Kong and Shenzhen have given some testimonies regarding the position of familialism in determining the individuality of Hong Kong women in the 1990s, who "describe their womanhood and feminineness with mention to family, relationship, and localistic associations, duties, and standards. Their gender individualities and gender benefits are entrenched more in social systems, equally dependent positions, and duties that are connected to others, rather than in atomistic, pre-social, independent, sexual selves" (Post, 2004)
Ching Kwan Lee's (1998) relative ethnographic investigations of factory women that are living in Hong Kong and Shenzhen have given some testimonies regarding the position of familialism in determining the individuality of Hong Kong women in the 1990s, who "describe their womanhood and feminineness with mention to family, relationship, and localistic associations, duties, and standards. Their gender individualities and gender benefits are entrenched more in social systems, equally dependent positions, and duties that are connected to others, rather than in atomistic, pre-social, independent, sexual selves" (Post, 2004)
Gender Income and Inequality in a Dual Industrial Structure Dual economy theory makes the argument that women are the ones that are getting much lower wages due to the fact they have been by tradition and disproportionally directed into the margin subdivision. There have been studies in Hong Kong that have brought in the revelation that those that are male production workers are the ones that are earning an average of HK$3,809 per month, and their female equivalents are just making an earning that is an average of HK$2,759 per month (Wu, 2005)
Once a waiver is signed and a worker accepts the benefits under the plan then the company believes that it is safe from any form of claims of discrimination to be held by the worker. Where the waiver is valid under ADEA/OWBPA the employer is able to use affirmative defense to an ADEA claim (Bennett-Alexander, & Hartman, 2009)
Benko was found to be "too temporally and situationally distant from the actual hiring decision to be seen as strong evidence of the employer's practice or attitude," the court ultimately decided that "the plaintiff could not convince a reasonable juror that this evidence proved that age was a substantial factor in the decision made by Mr. Johnson not to promote the plaintiff" (Munley, 2007)
However, many law enforcement positions are unique in that they demand peak physical condition from those who embody their roles. In fact, a series of amendments to the original 1967 Act were tested, some potentially exempting law enforcement agencies from particular stipulations based on the concept that law enforcement must be physical capable of doing its job, which places older workers at a less productive position (Schiff 1993)
FBL Services, Inc. is the current precedent, with Gross suing after he was demoted with his responsibilities being distributed to younger officers, but without a deduction in pay (Sloan 2009)
Police agencies simply had too great of a need for physical fitness to put into place such restrictions, according to proponents of exemption policies and practices in continuingly developing legislation. In this regard, "police officers and firefighters must be qualified and competent to do their jobs, just as employees in other professions must be duly competent" (Vance 1986 p 422)
Representativeness Rule: the allocation process must represent the concerns of all recipients Ethicality Rule: allocations must be based on prevailing moral and ethical standards. (Folger and Greenberg, 1985, 146) These rules help in the development and formulation of an evaluation process that is considered far and just and that does not adversely affect anyone
He writes, "Proving that an employer discriminated during the hiring process is tough to do. Successful claims represent less than 15% of age-discrimination complaints filed with state and federal agencies, according to the Equal Employment Opportunity Commission" (Skladany)
Employers having 20 or more employees are not allowed: • Discriminating employees aged 40 years and above on the basis of age during hiring, compensating, providing benefits, laying terms and conditions, firing, etc. (Dobrich et al
The hiring, task allocation, firing, compensations and benefits should not take into consideration the respective age bracket of the employee. The decision should base on the standard set of requirements posted against any job role (Encel and Studencki, 2004)
Business Law in Relation to Age Discrimination According to the Bureau of Labor Statistics, almost 50% of the America's working population is 40 years or older. This means that Age Discrimination in Employment Act now covers almost of the American workforce employed in private sector (Neumark, 2008)
Mediator would be welcomed by the EECO, who would be an informal member, assisting in negotiation. However, in this case the mediator is not in a position to implement any decision or handle the charge (Pierson, 2004)
Nevertheless, employers should ponder over the fact that experience, skills, and talent of matured employees must not be overlooked. American firms need such talented people to remain competitive throughout the world (Sargeant, 2009)
Nevertheless, employers should ponder over the fact that experience, skills, and talent of matured employees must not be overlooked. American firms need such talented people to remain competitive throughout the world (Sargeant, 2009)