Equal Employment Opportunity: the Case of Hy-Vee

Only available on StudyMode
  • Download(s) : 60
  • Published : May 20, 2013
Open Document
Text Preview
Table of Contents

I. Executive Summary ............................................…………….………..................... 3

II. Theoretical Aspect (Literature Review) ..........………………................................. 6 3.1. Definition of Equal Employment Opportunities............................................... 6 3.2. Definition of Discrimination............................................................................. 6 3.3. Definition of other laws regarding equal employment………………….……..7 III. Practical Aspect ..........…….....…….......................................................................... 10 4.4. Background and description of Hy-Vee Inc.…................…………..……..... 10 4.5. Discussion………… ……………................................................................. 11

IV. Conclusions and Recommendations…...………................…………….................. 12 5.6. Conclusions ..........………................................................................................ 12 5.7. Recommendations .........……...……................................................................ 13

List of References…………………………………………….....………….…………….…………14

I. Executive Summary
For my research paper, I have choose to analyze the equal employment opportunities within Hy-Vee Inc. Equal employment opportunity is a very specific yet broad determination of what is allowed and what is seen as discrimination. A lawsuit can be filed against any company that does not follow the strict guidelines put into action by the Supreme Court, Legislative Body, and Executive Branch. The objective of my paper is to explain the role that the Equal Employment Opportunity Commission plays when dealing with the Human Resource department at a business during the hiring process and with the treatment of employees. Also, I will explain the importance of equal employment opportunity laws for a general business and how they compare to those at Hy-Vee Inc. The regulations of equal employment not only stem from large companies but to those of all different size of employment. When I started my primary research, I thought it would be beneficial to me to get personal response to some questions I had regarding equal employment opportunities. I lead an interview with Rachel Wright who works for Hy-Vee Inc. as a human resource manager through a series of emails. The basis of my interview was how Hy-Vee Inc. enforces the policies on discrimination, consequences of violating the policy, and how they provide information to employees to avoid discrimination in the workplace. All of my secondary information came from information from multiple online articles and textbooks based upon Human Resource Management practices. During and upon completing my interview with Rachel, the information I was provided was very helpful and insightful to the importance and prevention of discrimination in a workplace. She also assisted me in finding viable information through the U.S. Equal Employment Opportunity Commission so I could get an unbiased point of view how important the prevention and implementation of equal employment is on a day to day basis. A question I asked Rachel was, “How does Hy-Vee enforce the policies of discrimination during the hiring process and to current employees?” She replied “We don’t stress the fact of actual discrimination to employees because there is a very broad diversion of what is to be considered discrimination. They include race, religion, sex, age, and can get as specific as genetic differentiation. Instead, we stress the concept of inclusion of all employees during the training of new employees and development of current employees.” This has provided positive results from her way of reiterating the aspects of discrimination into the workplace. Upon Rachel getting the job as the human resource manager she had to review and completely understand the anti-discrimination policy,...
tracking img