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The EEO Title VII prohibits employers from treating employees differently because of their membership in a protected class. Likewise, Title VII prohibits the employer from using a facially neutral employment practice that has an unjustified adverse impact on all members of a protected class. Legal guidelines designed to identify disparate treatment/impact are, at best, vague (Hr Guide, 2005).
Cases originally filed as disparate treatment often become disparate impact cases by way of appeal after appeal. The disparate treatment case of Raytheon Company v. Hernandez is a good illustration of the aforementioned fact...
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