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Anti-Discrimination Laws Impacting Safety and Health
Published in Thomas D. Schneid, Shelby L. Schneid, Safety and Human Resource Law for the Safety Professional, 2019
Thomas D. Schneid, Shelby L. Schneid
We thus begin by taking note of the elements Connelly must plead to state her claims. With respect to her disparate treatment claim, Title VII makes it an “unlawful employment practice for an employer … to discriminate against any individual …, because of such individual’s race, color, religion, sex, or national origin.” 42 U.S.C. § 2000e–2(a)(1). See also Desert Palace, Inc. v. Costa, 539 U.S. 90, 92–93, 123 S.Ct. 2148, 156 L.Ed.2d 84 (2003). In 1991, Congress amended Title VII to further specify that, “[e]xcept as otherwise provided in this subchapter, an unlawful employment practice is established when the complaining party demonstrates that race, color, religion, sex, or national origin was a motivating factor for any employment practice, even though other factors also motivated the practice.” 42 U.S.C. § 2000e–2(m). In Watson v. Southeastern Pennsylvania Transportation Authority, we interpreted that amendment to apply only to the category of discrimination cases that involve a “mixed-motive.” 207 F.3d 207, 214–20 (3d Cir.2000). Generally speaking, in a “mixed-motive” case a plaintiff claims that an employment decision was based on both legitimate and illegitimate reasons. Such cases are in contrast to so-called “pretext” cases, in which a plaintiff claims that an employer’s stated justification for an employment decision is false.
Anti-Discrimination Laws Impacting Safety and Health
Published in Thomas D. Schneid, Shelby L. Schneid, Safety and Human Resource Law for the Safety Professional, 2019
Thomas D. Schneid, Shelby L. Schneid
We thus begin by taking note of the elements Connelly must plead to state her claims. With respect to her disparate treatment claim, Title VII makes it an “unlawful employment practice for an employer … to discriminate against any individual …, because of such individual’s race, color, religion, sex, or national origin.” 42 U.S.C. § 2000e–2(a)(1). See also Desert Palace, Inc. v. Costa, 539 U.S. 90, 92–93, 123 S.Ct. 2148, 156 L.Ed.2d 84 (2003). In 1991, Congress amended Title VII to further specify that, “[e]xcept as otherwise provided in this subchapter, an unlawful employment practice is established when the complaining party demonstrates that race, color, religion, sex, or national origin was a motivating factor for any employment practice, even though other factors also motivated the practice.” 42 U.S.C. § 2000e–2(m). In Watson v. Southeastern Pennsylvania Transportation Authority, we interpreted that amendment to apply only to the category of discrimination cases that involve a “mixed-motive.” 207 F.3d 207, 214–20 (3d Cir.2000). Generally speaking, in a “mixed-motive” case a plaintiff claims that an employment decision was based on both legitimate and illegitimate reasons. Such cases are in contrast to so-called “pretext” cases, in which a plaintiff claims that an employer’s stated justification for an employment decision is false.
Designing circular possessions
Published in Jonathan Chapman, Routledge Handbook of Sustainable Product Design, 2017
Unsurprisingly, some motives are more ‘durable’ than others. Through our interviews we tracked the reasons for dispossessing (and eventually disposing) of an object. The efficacy and effectance motive is relatively weak because products in this category are often subjected to advances in technology and natural degradation that occurs through use that limits its life. Self-identity is a stronger motive because it is mainly susceptible to major changes in identity that can often be predicted such as transitioning into teenage years, moving to a new house, moving out of a parent’s house, going from college to a career, single to married and so on. The strongest motive was having a place to dwell. These consumer ‘places’ are often rooted in emotions and help the person feel safe or secure through familiar objects. This place can be developed and cultivated as specific memories and experiences are associated with objects that create feelings of nostalgia. Consumers often keep objects fulfilling their ‘place to dwell’ for a long time even when it incurs a significant cost.
Do motives contribute to sustainable supply chain management? A Motive–Ability–Opportunity triangle research perspective
Published in International Journal of Logistics Research and Applications, 2022
Lan Gao, Jing Wang, Haonan He, Shanyong Wang
Actions or behaviours can be trigged by motives (Deponte 2004). Motives refer to the reasons behind a certain behaviour and it is the initial cause of behaviour (Fregonese, Caputo, and Langher 2018). In individual's sustainability behaviour research, scholars note that the motives to conduct environmentally responsible behaviour can be divided into egoistic motive and altruistic motive (Yadav 2016; Prakash et al. 2019; Vukovic et al. 2020). Compared with individual's sustainability behaviour, the motives behind organisational responsible initiatives such as SSCM can be more complex.