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The main purpose of Equal Employment Opportunity laws is to ensure everyone has an equal opportunity of getting a job or being promoted at work. Individuals covered under the EEO laws are protected from illegal discrimination, which occurs when people who share a certain characteristic, such as race, age, or gender, are discriminated against because of their characteristic. Human Resources Management (HRM)

Equal Employment Opportunity is aimed at transforming an organization; reviewing the processes associated with the creation and use of power by some groups; and implementation of new measures and policies which attempt to remove bias from procedures such as recruitment and promotion. One of the key responsibilities of HRM professionals is the management of diversity and equal opportunities within the organization. Equal Employment Opportunity (EEO) refers to the situation in which every individual has access to employment and its benefits. Equal Employment Opportunity also refers to the outcomes of HRM policies and practices as well as employee and management behavior. Equal Employment Opportunity (EEO)

Employee rights have become one of the most important topics in HRM. In today’s society, numerous issues surrounding equal opportunity and the rights of employees exist in organizations. Therefore, through history, many laws have been created to assist in protecting both the employee and the employer from liability issues pertaining to employee privacy or discrimination based on race, gender, ethnicity, or religion. The relationship between employees and the laws under the EEO play an intricate part in the decisions Gelato Cheese Company makes relating to recruiting the very best candidates from a diverse population and taking advantage of their skills, creativity and energy. Additionally, the Title VII of the 1964 Civil Rights Act banned most discriminatory hiring practices. Title VII of the Civil Rights Act of 1964

According to Hattam (2004), “Civil Rights Legislation of the sixties and seventies sought to end racial discrimination in the United States” (p. 60). Title VII of the Civil Rights Act of 1964 was enacted to eliminate discrimination based on race, color, national origin, sex, and religion. Section 703(a) states, “It shall be an unlawful employment practice for an employer (1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensations, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin; or (2) to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual’s race, color, religion, sex, or national origin (Cheeseman, 2007). Title VII of the Civil Rights Act of 1964 forbids employers with 15 or more employees to discriminate on the basis of race, color, sex, religion or national origin. The law applies to federal, state and local employees (Princeton, 1997). Additional, employees need to be protected from age discrimination which is why the Age Discrimination in Employment Act (ADEA) was established. Age Discrimination in Employment Act

Age Discrimination in Employment Act (ADEA) of 1967 prohibits discrimination in employment on the basis of age. ADEA also prohibits discrimination in hiring, promoting, discharge, pay, fringe benefits, and other aspects of employment; on the basis of race, color, religion, sex, or national origin by an employer of 15 or more people. According to Martinez & Kleiner (1993), “Age discrimination is the direct neglect by employers to maintain and support workers who are between the ages of 40-70” (p. 1). The Age Discrimination in Employment Act of 1967 protects individuals who are 40 years of age or...