Administrative Issues

Topics: Discrimination, Employment, Affirmative action Pages: 2 (533 words) Published: November 1, 2010
Administrative Issues

When developing an effective strategy and rewards compensation plan one must produce a policy that executes the plan successfully. The Affirmative Action and Equal Employment Opportunity (EEO) laws allows the human resources professionals to hire the high qualified staff by selecting the right candidates for interviews, and giving the best job offers without discriminating against any candidates. Affirmative Action prevents discrimination among race, creed, religion, and sex. According to State of South Carolina (2009), “Affirmative action is an effort to develop a systematic approach to eliminate the current and lingering effects of prior discrimination. It is a race and sex conscious effort to achieve equal employment opportunity for all race sex groups in a workforce” (p. 1). According to the United States Department of Labor (2009), “The Equal Employment Opportunity (EEO) prohibits specific types of job discrimination in certain workplaces. EEOC is an independent federal agency that promotes equal opportunity in employment through administrative and judicial enforcement of the federal civil rights laws and through education and technical assistance. EEOC protects applicants and employees of many private employers, state and local governments, educational institutions, employment agencies, and labor organizations (p.2) According to HR Guide, (2009) Disparate Treatment is Title VII prohibits employers from treating applicants or employees differently because of their membership in a protected class. The vital issue is whether the employer's actions are motivated by discriminatory intent, which may be proved by either direct or conditional evidence (p.1). According to Jrank (2009),” Disparate Impact is a theory of liability that prohibits an employer from using a facially neutral employment practice that has an unjustified adverse impact on members of a protected class. A facially neutral employment practice does not appear to be...
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