These policies are voluntary on the part of businesses, a means to collect evidence to support whatever decisions they make for, or against, an employee. People are sue-happy and will grab any excuse to make a buck. This isn't really about race discrimination, as it is about avoidance of civil suits that will cost the company regardless of the end result. As to the white woman and black man, we have insufficient information to judge this situation. It may very well be that their supervisor(s) utterly failed to report any performance issues, or that there are performance issues presented, or that HR is in possession of favorable reports and/or customer responses.
It's easy to jump to a conclusion, but without all the evidence, it's just that, jumping.
Firstly - I don't think I said all schools but see
this
Hehe, so you're up in arms because one religion 'requires' the person to wear a bracelet, and another religion does not? The school policy was very clear, and if that parent wishes for her child to go to that particular school, then the child should follow the rules, as they pertain to her.
It is not preferential treatment, it is recognition of religious 'requirements.' Do you think Buddhists care that we don't work on Sundays? Christians have "requirements" so heavily embedded into the framework of their society, they don't even realize they are there. Another religion steps in, and the reaction is a jumping and screaming,
"PREFERENTIAL TREATMENT!"
Thirdly - all civil cases.
Source
Lol, another laughable example. All they did was get licensed as arbitrators. Anyone can do it.
All parties must accept to the arbitration, otherwise the civil case will need to go to court. Even then, although an arbitration is binding, it is still reversible by a court, as is a court decision.
How about
THIS for discrimination for you?
lol, that's another good one. Did you even research this? It's a
private Catholic school. And seriously, braided hair? Omg! We're being oppressed, we're being oppressed! Furry, you're getting ridiculous now.