Employment Law Chart

Topics: Employment, Law, Polygraph Pages: 3 (880 words) Published: October 15, 2012
Employment Laws Chart

HRM 300
Employment Laws Chart

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

Employment Law| Description and Requirement of Law| Court Case Influential to Establishment of Law| Importance of Law| Workplace Application| Civil Rights Act of 1964| Prohibits discrimination of hiring, compensation, conditions, and privileges of employment based on race, religion, color, sex, or nationality | Katzenbach v. McClung and Heart of Atlanta v. United States| The importance of the Civil Rights Act of 1964 ensures that every person is allowed the same chance of getting hired based on their job qualifications regardless of, sex race, color, religion, or national origin. | Under the law employers are required to post signs with the Title VII description in employee break-rooms. | Equal Employment Opportunity Act| Employers are not allowed to discriminate against employees on the basis of age, race, sex, creed, religion, color, or national origin. | McDonnell Douglas Corp. v. Green | The importance of the Equal Employment Opportunity Act is to ensure that the Civil Rights Act requirements are being followed and gives power to the Employment Commission.| Companies ensure that they are meeting requirements by hiring people regardless of their national origin or race| Equal Pay Act| Requires that men and women working in the same place be given equal amount of pay for equal work. | Schultz v. Wheaton Glass Co. 1970| The Equal Pay act is important because it ensures everyone is paid the same wage for identical jobs regardless of their sex.| In the workplace today employees are getting paid based on their knowledge and experience. | Age Discrimination in Employment Act of 1967| Protects employees ages 40 to 65 from discrimination. | Gomez v. Potter | The importance of the ADEA is that it protects the older employees from discrimination.| Wal-Mart for example...
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