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Essay / Research Paper Abstract
A 3 page paper. The writer presents the highlights of this case heard by the U.S. 11th Circuit Court of Appeals, the rulings of the lower court and this court, explains the law that was violated and comments on the case. This was a case where a temporary employee alleged racial discrimination when she laid off. Bibliography lists 1 source.
Page Count:
3 pages (~225 words per page)
File: MM12_PGfrlld.RTF
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Unformatted sample text from the term paper:
tele-marketing company, was operating. This particular project included calling voters of different races and pairing that call with an employee of that same race. Ferrill is black and was hired
to call black voters in a get out the vote campaign for a gubernatorial candidate. The job was to last from September through November. At the end of that time,
the company laid off a number of employees. They were hired on a temporary basis to begin with. They were hired to fill very specific staffing requirements during those months.
The candidate, Jim Folsom, has specifically asked The Parker Group to do race-matching calls. There is no evidence of the company being deceitful in its hiring process. It was
advertised as temporary and individuals were hired on that basis. Yet, when the companys standard and typical reduction in force (RIF) occurred, this woman sued claiming racial discrimination. White individuals
would not have the grounds to sue but a minority person does have that right. This is nothing less than ludicrous. The first jury found in favor of Ferrill
and awarded her $500 in compensatory money and $4,000 in punitive damages. The Parker Group appealed the case. They still lost but the U.S. 11th Circuit Court of Appeals awarded
Ferrill only the compensatory damages of $500 (Findlaw, 2007). This is considered just? The woman was hired on a temporary basis to do a specific job and when that job
ended she cried discrimination. Two laws were called into play: Title 42 of the United States Code, section 1981 and 42 U.S.C. ? 1981, as amended by the Civil
Rights Act of 1991 (Findlaw, 2007). Ferrill filed under the amended law of 1991. This law "prohibits intentional race discrimination in the making and enforcement of public and private contracts,
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