Samsung Faces Sexual Discrimination in China Plant

The South Korea-based tech-giant Samsung is now facing a sexual discrimination case after it allegedly violated hiring practices in its China factories.

According to an announcement released by the Rights group, China Labor Watch (CLW), it had photographed an employment poster for new applicants at its 6,000-strong plant on August 29. The said poster claimed that applicants should only be females and should not posses any type of contagious disease.

Under the Chinese and employment law, those job requirements were unlawful. Moreover, the CLW noted that the poster at the Tianjin Samsung Telecom Technology violated a total of 12 Labor Laws. In fact, one if its spokesperson claimed that applicants should not be discriminated against in employment, regardless of their race, national origin, sex, and religious belief.

Furthermore, Samsung violated Article 30 of the Employment Promotion Law, which prohibits employment discrimination based on infectious pathogens.

Additionally, CLW noted that it is possible for Samsung to never determine such illegal hiring practices at its factory. However, the group cannot determine whether the tech company has been lying to the public about the unlawful treatment of its current employees.

Incidentally, the news came to light a few days after the same group issued a statement accusing Samsung of inhumane treatment of workers. These include unpaid work and physical abuse of its workers in its plants in China. Also, previous reports claimed that Samsung was recently forced to examine a plant in Huizhou run by a contractor, HEG, after allegations of child laborers surfaced. Due to the said issue concerning the HEG, the company threatened to cut its contract if Samsung failed to fix the growing problem.

However, in a lengthy statement, Samsung denied all the allegations set against its company.

Meanwhile, a Los Angeles employment lawyer claimed that is technically illegal to discriminate an employee on any ground or basis. It is a law that is widespread and accepted all over the globe and not just in Asia. 

Burger King Faces Religious Discrimination Raps Filed by Former Employee

A religious discrimination case filed by a former Pentecostal Christian employee of Burger King has now gained national attention.

According to the lawsuit filed by the Equal Employment Opportunity Commission (EEOC) on behalf of a Pentecostal Christian girl who was allegedly fired for wearing long skirt instead of black pants, the Grand Prairie Burger King Franchisee in Texas failed to accommodate Ashanti McShan’s religious beliefs.

McShan claimed in her complaint filed before the EEOC that as a member of the Pentecostal Church, wearing long skirt symbolizes her being a religious follower to what was written in the Holy Book. Apparently, right from her job interview, she had already informed Burger King of this aspect of her religious faith and the company agreed that she could wear skirt instead of pants.

However, during her orientation, McShan was told by the store manager that her skirt was unacceptable, that is why she was sent home. Subsequently, McShan was never asked to return to work, according to the lawsuit.

The said lawsuit is seeking back pay, compensatory, and punitive damages as well as injunctive relief.

The EEOC trial attorney, Meaghan Shepard, said that accommodating McShan’s request to wear long skirt would have been simple and would not do any harm to the company. Moreover, Shepard said that the company’s failure to comply with the federal law deprived the teenage girl of the opportunity to work during her senior year of high school.

All employees and even applicants have the right to choose and practice their religion. Consequently, Title VII of the Civil Rights Act of 1964 was created for the purpose of prohibiting any form of employment discrimination, including such discriminatory practices based on religion.

Meanwhile, a Los Angeles employment lawyer reminded that said law indicates that employers and companies must not carry out policies that will single out employees and job applicants based on their religious practices and beliefs.