Final answer:
Although the employment of an independent contractor can be terminated at any time, it should not be based on discrimination, which is illegal under the law. Past discrimination by a company raises questions about whether it should prioritize minority applicants to rectify past injustices. Affirmative action and EEOC regulations play key roles in addressing these issues.
Step-by-step explanation:
Independent Contractors and Discrimination
The termination of an employment relationship with an independent contractor can indeed end at any time, but it should not occur due to discriminatory reasons. The law specifically prohibits discrimination in any aspect of employment—be it hiring, firing, or other work-related terms. In instances where a company has shown a history of discriminating against minorities, there arises a question of whether it should give priority to minority applicants in the future to remedy past wrongdoing.
Some advocate for affirmative action where a company may be required to prioritize minority applicants as a corrective measure against historical discrimination. This method aims to create a more diverse and inclusive workforce, promoting new perspectives and a positive environment. However, economist William A. Darity Jr. pointed out that market forces alone are unlikely to end employment and wage discrimination. Therefore, in addition to encouraging diversity, enforcement of anti-discrimination laws by bodies like the U.S. Equal Employment Opportunity Commission (EEOC) is crucial.