Describe The Difference Between Adverse Impact And Disparate Treatment Case Study
5. What does the EEOC stand for? Who does it benefit? How are EEOC complaints processed?
EEOC stands for Equal Employment Opportunity Commission. Is a federal agency created to guard employees in the workroom from discrimination based on race, religion, sex, age, national origin, pregnancy, disability or genetic information. It also warrants that employees receive equal pay and defends victims of sexual harassment. The EEOC has 180 days from the day someone filed out a complaint to finish their investigation. The investigation may be prolonged by another 180 days if new events are added to your complaint. If the process goes right you can either request a hearing before an EEOC Administrative Judge or ask the agency to issue a decision as to whether discrimination occurred. Once you ask for a hearing, the grievance will be handled by an EEOC …show more content…
Describe the difference between adverse impact and disparate treatment. How does it differ from affirmative action? Why is this an important factor to understand working in HR?
Disparate treatment is discrimination where the employer treats some individuals less favorably than others because of their race, color, religion, sex, or national origin. Adverse impact refers to the total employment process that result in a significantly higher percentage of a protected group in the candidate population being rejected for employment, promotion and placement. Affirmative Action rules and programs are tools in place where extra efforts are made to hire and promote qualified women, minorities and individuals with disabilities
The reason for affirmative action is to establish fair access to employment opportunities to create a labor force that is an accurate likeness of the demographics of the competent available workforce in the applicable job market. Programs like these are designed to generate diversity through the employment, and growth, of qualified individuals who have been historically diminished in the labor
EEOC stands for Equal Employment Opportunity Commission. Is a federal agency created to guard employees in the workroom from discrimination based on race, religion, sex, age, national origin, pregnancy, disability or genetic information. It also warrants that employees receive equal pay and defends victims of sexual harassment. The EEOC has 180 days from the day someone filed out a complaint to finish their investigation. The investigation may be prolonged by another 180 days if new events are added to your complaint. If the process goes right you can either request a hearing before an EEOC Administrative Judge or ask the agency to issue a decision as to whether discrimination occurred. Once you ask for a hearing, the grievance will be handled by an EEOC …show more content…
Describe the difference between adverse impact and disparate treatment. How does it differ from affirmative action? Why is this an important factor to understand working in HR?
Disparate treatment is discrimination where the employer treats some individuals less favorably than others because of their race, color, religion, sex, or national origin. Adverse impact refers to the total employment process that result in a significantly higher percentage of a protected group in the candidate population being rejected for employment, promotion and placement. Affirmative Action rules and programs are tools in place where extra efforts are made to hire and promote qualified women, minorities and individuals with disabilities
The reason for affirmative action is to establish fair access to employment opportunities to create a labor force that is an accurate likeness of the demographics of the competent available workforce in the applicable job market. Programs like these are designed to generate diversity through the employment, and growth, of qualified individuals who have been historically diminished in the labor