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Title VII is a federal law which is a component of Civil Rights Act created in1964 that works against delineation, harassment or discrimination in the realm of a person’s race, color, origin, and gender (Friedman 87). The main aim of this law is to ensure the protection of minority persons in the society. The legal profession has found it quite difficult to handle cases that involve disputes in this category in that enough proof must be provided to prove that an action was undertaken against him or her on the basis of race, color, origin, and gender (Jasper 94). In this article, a case scenario representing a sample employment dispute is legally tackled in the bid of shedding more light on the concept.
In the case of Rosenblatt vs. Bivona &Cohen, the court is expected to rule against the plaintiff. The court will take a peek into claims put forward by Theodore Rosenblatt against the defendant. These claims will be cross-checked with necessary elements as per Title VIIlaw (Lindemann 35). Theodore Rosenblatt can easily verify his job qualification in that he is the attorney of the firm. The court will also want to check if the plaintiff is a member of the protected class. In this case, Rosenblatt is white and does not fall in the category. A rather quantifiable claim would have been laid down if the plaintiff was African-American. Rosenblatt claims that he lost his job because of his spouse who is African-American. Using his wife as a decoy cannot be sufficient if he does not provide enough evidence that the company disliked his spouse because of color. The fourth element of Title VII void in the scenario in that there is no evidenced citations in the case that depicts favors on other persons for the job based on color.
From the above analysis, it is crystal clear that the federal court would rule for the firm. Rosenblatt, indeed, showcases typical summary in judgment. It should, however, be noted that statistics can play a role in filing a claim of discrimination but only if the adjudged adverse action is recurrent and consistent with persons of a particular race, color, origin or gender (Chow et al. 25).
Works Cited
Chow, Esther N, Doris Y. Wilkinson, and Maxine B. Zinn. Race, Class, & Gender: Common Bonds, Different Voices. Thousand Oaks, Calif: Sage Publications, 1996. Print
Friedman, Joel W. Employment Discrimination. New York: Aspen Publishers, 2010. Print.
Jasper, Margaret C. Employment Discrimination Law Under Title Vii. New York: Oceana, 2008. Print.
Lindemann, Barbara, Paul Grossman, and Paul W. Cane. Employment Discrimination Law. Washington, D.C: American Bar Association, Section of Labor and Employment Law, 1996. Print.
