Employment Laws Chart

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Employment Laws Chart

Complete the chart below using information from the weekly readings and additional research if necessary.

| | |Court Case Influential to | | | | |Description and Requirement of Law |Establishment of Law |Importance of Law |Workplace Application | |Employment Law | | | | | | |prohibited discrimination on the basis|Griggs v. Duke Power Company (1971) |No single piece of legislation in the |Affirmative Action Plans | |Civil Rights Act of 1964 |of race, |Washington |1960s had a greater effect on reducing| | | |sex, and national origin. |v. Davis (1967) |employment discrimination | | | |granted of enforcement powers to the |Griggs v. Duke Power Company (1971) |The EEOC could effectively prohibit |Affirmative Action Plans | |Equal Employment Opportunity Act |Equal Employment | |all | | | |Opportunity Commission (EEOC) | |forms of employment discrimination | | | | | |based on race, religion, color, sex, | | | | | |or national | | | | | |origin. | | | |The Equal Pay Act of 1963 mandates |Schultz v. Wheaton Glass Co. (1970), |The Equal Pay Act was designed to |Salaries | |Equal Pay Act |that organizations compensate men |U.S. Court of Appeals for the Third |lessen the pay gap between male and |should be established based on skill, | | |and women doing the same job in the |Circuit |female |responsibility, effort, and working | | |organization with the same rate of | |pay rates. |conditions | | |pay. | | | | | |prohibited the widespread practice of |Odriozola v. Superior Cosmetic |Eliminates the practice of laying off |Organizations with 20 or more | |Age Discrimination in Employment Act |requiring |Distributors Corp. , 116 D.P.R. 485 |senior employees and hire recent |employees, state and | |of 1967 |workers to retire at age 65. It gave |(1985)....
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