Violation of EEOC Guidelines

HR Representative
Student's Name
Institution Affiliation
Instructors Name
Date
Case Study 1: Texas Roadhouse
As the HR representative, the first thing is to evaluate the company's hiring processes and regulations to ensure they are not intentionally discriminating against older applicants. If there is proof of unintended prejudice, I will urge that training be implemented to educate staffing agencies on the importance of hiring on merit rather than age. One possible defense approach is to claim that age is not a genuine occupational qualification (BFOQ) for the employment at issue. BFOQs are employment criteria that may be discriminatory but are required for a business to thrive.
For example, hiring solely female flight attendants might be a BFOQ for an airline that runs flights to countries with such policies or any position that requires physical endurance or stamina beyond what is typical for adults of a specific age (Flake, 2021). Another approach is to claim that the company's employment policies are motivated by reasonable business considerations other than age. For example, the corporation may argue that they want employees more likely to continue working with the organization for a long time and that younger people may be the best fit.
Case Study 2: Bank of Albuquerque
The first step would entail evaluating t...