The Case of Delva Vs. Continental Group Can Be Applied in Business Managerial Setting as Follow
The case of Delva vs. continental group can be applied in business managerial setting as follow
In this case it is observed that Delva who was sincere employee of continental Group was facing desperate behavior of his manager since she intimates him about his pregnancy. As per civil sec VII of civil rights 1964 discrimination is not allowed on the basis of race, gender, sex, color, religion, nationality and origin of an employee.
This clause Title VII of the Civil Rights Act of 1962 (Title VII) of law states clearly that in any business employer cannot discharge, refuse or hire employees on the basis of any discrimination regarding race, gender, sex, color, religion, nationality and origin.
Furthermore discrimination against sex covered the discrimination caused due to pregnancy, childbirth or medical care relating to pregnancy. So discrimination with any female in business setting related to pregnancy is strictly prohibited under the cover of Pregnancy Discrimination Act.
American Disabilities Act (ADA) prohibits strictly discrimination during employment regarding any physical or mental disability of an employee. Although pregnancy is not covered under physical impairment of an employee but any kind of complication in case of pregnancy may come under the disability clause and employee is entitled to take benefit under this clause.
Family and Medical Leave Act provide the right of employees under any employer to have 12 weeks unpaid leave and guarantee the employees that after their return they will find the same position r similar to the previous one. SO an employee cannot be expelled after his/her return as the defendant of this case did. This leave may be for parental care, pregnancy related or any serious health condition that render the person unable to do his job.
This case implies that Manager and supervisor need