Text book listed below to answer the question. thank you!

A * APPLICATIONS Age Discrimination in a Promotion? Best Protection Testirance Company (BPIC) handles a massive volume of claims each year in the corporate claims function, as well as in its fout regional discenterThe corporate cultes function is headed by the senior vice president of corporate claims (SVPCC reporting to the SVPCC are two managers or corporate claims (MCC-Life and MC-Residential and a highly stalled corporate clams specialist (CCS). Each regional ottice as headed by a regional center manager (RCM), the ROM is responsible for both Supervisors and claims specialists within the regional office. The RCMis report to the vice president of regional claims (PRC). The organization is structured as follows SVPCC VPRC MCCL MCC-R CCS RCM RCM RCM RCM BPI decided to reorganize its claims function by eliminating the four regional offices and the RCM position and establishing microus field offices throughout the country. The other part of the recognization evolved creating live new CC positions. The ces job itself was to be redesigned and upgraded in terms of knowledge and skill requirements. These new CC positions would be stated through internal promotions from within the claims function The SVPCC asked Gas Tavs 53.year old RCM, to apply for one of the new CC positions since his job was being eliminated. The other RCM, all of them were vero Na DC nemenda BPI decided to reorganize its claims function by eliminating the four regional offices and the RCM position and establishing numerous small field office throughout the country. The other part of the reorganization involved creating five Dew CCS positions. The CCS job itself was to be redesigned to upgraded in terms of knowledge and skill Tequirements. These new OS positions would be stated through internal promotions from within the claims function. The SVPCC asked Gus Tavus 52-year-old RCM. to apply for one of the new CC positions since his job was being eliminated. The other RCMS, all of who were over 45 years of age, were also asked to apply. Neither Gus or the other RCMs were promoted to the CC position. Other candidates, some of whom were also over 40 went to bypassed. The promotions went to five claims specialists and supervisors from within the former regional offices, all of whom were under age 40. Two of usely promoted employees and worked for, and reported to us as ROM Upon learning of his failure to be promoud, Gus sought to find out why What he learned led him to believe that he had bem discriminated in recense of this pape age. He then stained legal counsel attorney Brace Davis, Bruce met informally with the SVTOC to try to determine what had happened in the promotion process and why his client had not been promoted. He was told that there were numerous candidates who were better qualified Guld that Gus lacked adequate technical communication skills for the new job of CCS The SVPCC refused to recente Gus for the band said that all decisions were etched in Gosandice din federal district court, claiming a violation of the Age Discrimination in Employment Act. They also subpoed numerous Bens, including the peame files of all applicants for the CC positions After reviewing the documents and discussing things with us. Inace ned more aboor dhe promotion process called by BPC The SV CC and the MCC conducted the entire process they received to input from the VPRC of the HR department. There was no formal, written job description for the CC position there forma intemal job posting as required by company policy. The SVPCC and the MCC developed a list of employees they thought might be interested in the job, including us, and then met to consider the list of candidates. At that meeting the personel files and previous performance pas of the candidates were not comed After deciding on the five candidates who would be offered the promotion all live scompted the SVPCC MCC ed the personnel files and also these five (only) to check for any discontinuing information None was found. Bre's inspection of the les valed na written comments wings in po performance appraisals for any of the candidates including Gus Alie, there was no indication that Gus lacked technical and communication skills. All of Guis preparatings were above average, and there was no evidence of decline in the favorability of the rings. Finally an interview with the VPRC bon revealed that he is not been consulted at all during the promotion process that he was shocked beyond belief that Gus had not been promoted, and that there was no question bot that was alited in all respect for the CCS Job 1. Prepare a written report that presents a convincia disparate treatment claim that Gus had been intentionally discriminated into the basis of his ne. Do sada 67 1764 > a A E Disparate Impact: What Do the Statistics Mean? Claims of discrimination can be pursued under an allegation of disparate impact. According to this approach, the sector impact of station be worn thus in violation of the Civil Rights Act. Such an impact could occur even though there may be no underlying intention to discriminates meters of a protected group or class og women or minorities) Pursuit of a disparate impact claim requires the use of various statistics to show that in effect, were being treated differently than men or nonminorities under the law Exhibit 2.6 shows three types of disparate impact statistics flow statistics, sock statistics, and concentration statistics. Also shown in scale of dispuesta for each type. For each of these three types of statistics, prepare a report in which you discuss the following 1. How can an organization collect and report these statistics in the form shown in Exhibit 2.67 2. What standards or guidelines would you recommend for deciding whether statistical differences between men and women er niets and minoritetet discrimination occurring throughout an organization'suffing system? 3. What types of staffing activities (recruitment selection, and employment might be causing the statistical differences? For example, in Exhibit 26 the selection is in for men and 119 for women. How would the organization collect the data necessary to compute these selection new would you decide shether the difference in selection rates (50% vs. 11%) is big enough to indicate possible discrimination, and what sort of practices might be causing the difference in selections Please respond to the following: Based on the case study Age Discrimination in a Promotion (pp. 87-88), identify three considerations that the Best Protection Insurance Company (BPIC) could include in the promotional process that it utilized to avoid future legal issues. Provide support for your rationale Reply