Hrm Management Practices

Only available on StudyMode
  • Download(s) : 63
  • Published : February 15, 2013
Open Document
Text Preview
In brief: This chapter gives a history of equal opportunity legislation, outlines defenses against discrimination allegations, gives examples of discriminatory practices, describes the EEOC enforcement process and suggests proactive programs.

interesting issues: Affirmative Action programs have come under fire in recent years, even by some members of protected groups. A very critical issue is whether Affirmative Action represents a "leg up" assistance for those who have been historically discriminated against, or if it becomes a "crutch" that hinders their motivation and ability to compete and perform. While this is a delicate and potentially volatile issue, helping students be able to see and understand both sides of the argument will help them understand the depth of these issues.

Lecture Outline

I.Equal Employment Opportunity 1964-1991

A.Background

B.Title VII of the 1964 Civil Rights Act

1.Says it is unlawful:

a.to fail or refuse to hire or to discharge an individual or otherwise to discriminate against any individual with respect to his/her compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin. b.to limit, segregate, or classify his/her employees or applicants for employment in any way that would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his/her status as an employee, because of such individual's race, color, religion, sex, or national origin.

2. Who does Title VII Cover?

a.all public or private employers of 15 or more persons b.all private and public educational institutions c.the federal, state, and local governments d.public and private employment agencies e.labor unions with 15 or more members f.joint labor-management committees

3.The EEOC

a.investigates job discrimination complaints b.may file charges in court

C.Executive Orders

D.Equal Pay Act of 1963

E.Age Discrimination in Employment Act of 1967

F.Vocational Rehabilitation Act of 1973

1.Required Employers with Federal Contracts over $2500 to take Affirmative Action for Handicapped People.

2.Was Used to Help Outlaw Discrimination Against People with AIDS.

G.Vietnam Era Veterans' Readjustment Assistance Act of 1974

H.Pregnancy Discrimination Act of 1978

I.Federal Agency Guidelines

1.Uniform Guidelines on Employee Selection Procedures

2.EEOC Guidelines

J.Sexual Harassment

1.Unwelcome sexual advances, requests for favors and other verbal or physical conduct of a sexual nature that takes place under any of the following conditions:

a.submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment b.submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual c.such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment

2.Quid Pro Quo

3.Hostile Environment Created by Supervisors...
tracking img