Final answer:
A manager denying a promotion based on race, religion, age, or other non-job-related criteria may be involved in employment discrimination, which is prohibited by laws enforced by the U.S. Equal Employment Opportunity Commission (EEOC).
Step-by-step explanation:
If a manager denies a candidate a promotion or job appointment based on race, religion, age, or other irrelevant criteria, they may be caught in an ethical dilemma involving employment discrimination. Such actions are prohibited under various city, state, and federal laws in the United States. Federal anti-discrimination laws are administered by the U.S. Equal Employment Opportunity Commission (EEOC), which makes it illegal to discriminate against job applicants or employees because of race, color, religion, sex, sexual orientation, national origin, age (40 or older), disability, or genetic information. Moreover, The Civil Rights Act of 1964 protects job applicants from such discrimination as well.
Employers should base hiring and promotion decisions on qualifications, ensuring the best candidate for the job is chosen without bias to maintain a competitive and diverse workforce. Discriminatory practices in hiring can result in legal action and damage to an organization's reputation. Therefore, it is crucial for managers to adhere strongly to policies and laws that promote equal employment opportunities and fair treatment of all individuals.