In this case of Serena and Peter I found numerous discrimination laws involved. There was discrimination based on gender, religion, age, disability and natural origin. All of these are prohibited by the Title VII of the Civil Rights Act of 1964. These laws were implemented to prevent discrimination and to have equal employment opportunity. An organization that doesn’t abide by these laws are impacting their company dramatically and are putting themselves out there for civil or possibly criminal charges. Serena and Peter can only base the selection on a candidate's ability to perform the assigned tasks, their level of experience and quality of skills with no regard to disability or other distinguishing characteristic. This is not a clear cut who is liable. Under Title VII of the Civil Rights Act of 1964
(Title VII), the Americans with Disabilities Act (ADA), and the Age Discrimination in
Employment Act (ADEA) the HR director is not liable under every law and have not been held liable for their decisions under Title VII of the Civil Rights Act of 1964 (Title VII), the
Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act
(ADEA). In every case that has gone before the Circuit Court of Appeals that has addressed these issues the finding were that individual supervisors were not personally responsible. But
HR directors have been found personally responsible under other federal and state laws such as
Fair