EQUAL EMPLOYMENT OPPORTUNITY
AND HUMAN RESOURCES MANAGEMENT
In this chapter you will learn how managers must be constantly aware of the laws and regulations governing the employment relationship. This is true for both federal and state regulations. Many of these laws concern the fair and equal employment of protected classes of workers, although equal employment opportunity (EEO) laws pertain to all members of the labor force. You will understand from this chapter that equal employment opportunity laws cover all aspects of employment, including recruitment, selection, training, promotion, and compensation. In hiring or supervision employees, you will know to give careful attention to the application of equal employment opportunity laws and regulations to prevent charges of discrimination. Finally, you will be able to distinguish how protected classes can sustain a charge of adverse impact, how an employer can establish a defense of adverse impact, and how the employer should establish an affirmative action program.
After studying this chapter you should be able to
[pic]Explain the reasons behind the passage of equal employment opportunity legislation.
[pic]Prepare an outline describing the major laws affecting equal employment opportunity. Describe bona fide occupational qualification and religious preference as equal employment opportunity issues.
[pic]Discuss sexual harassment and immigration reform and control as equal employment opportunity concerns.
[pic]Explain the use of the Uniform Guidelines on Employee Selection Procedures. [pic]Provide examples illustrating the concept of adverse impact and apply the four-fifths rule.
[pic]Discuss significant court cases impacting equal employment opportunity.
[pic]Illustrate various enforcement procedures affecting equal employment opportunity.
[pic]Describe affirmative action and the basic steps in developing an affirmative...