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Gender In The Workplace

The lower court dismissed the case and the four males then took it to the appeals level.
             The appellate court found that the policy requiring males to wear short hair and allowing females to wear hair of any length was not a discrimination of a fundamental right and therefore not a violation of Title VII. They also commented that blockbuster's policy was based upon accepted grooming practices and not based upon gender discrimination.
             As a management group it would be important to understand that policies affecting employees dress and grooming, as they might pertain to the way that customers may perceive them and standard acceptable looks, are an important part of the policies set forth by the company. These standards have a lot to do with whether customers feel comfortable spending money in your establishment. It is quite acceptable to impose restrictions upon dress as long as they are not purely arbitrary restrictions. .
             Milligan-Jensen v. Michigan Technological University- Milligan-Jensen was an officer employed by the Michigan Technological University. She was hired on the basis of being a female because the University just recently lost their only other female officer. Milligan-Jensen began to sense some discrimination soon after being hired. When another officer was getting ready for retirement, Milligan-Jensen asked to have the shift. Her supervisor replied "don't you like the ladies job?". Soon after, the plaintiff was discharged for spending too much time in the office and not completing her progress reports to the satisfaction of the supervisor. .
             The court looked at the discriminating comments made by the supervisor and felt that the plaintiff had made her case of direct disparate treatment. The burden of defense was then place upon the University. They would have to prove that other male employees would have been let go for the same reasons as was the plaintiff.


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