Hrm Brochure
Equal Employment Opportunity and Employee Rights Review
In an organization, it is always important for employees to know the rules and regulations of the policies and procedures. Being knowledgeable of the stated polices will help to ensure that as an employee, they are always doing what is right, both ethically and morally. As an HRM professional, being knowledgeable of what the EEO (Equal Employment Opportunity) is and how it is beneficial to an organization is important. An HRM will also need to know what rights an employee has as this will be an important factor for the HRM. Therefore, it is wise for an HRM to learn what acts and issues there have been in the past that have created certain policies, as well as laws that employers must abide by. Team D has chosen to reflect on both the Civil Rights Act of 1964 and 1991, as well as the Privacy Act.
The Civil Rights Act of 1964 and 1991 are both considered equal employment acts and were both apart of the Civil Rights Movement. The Civil Rights Act of 1964 is the federal legislation that ended racial segregation nationwide in education, employment, public facilities, and voting facilities throughout the United States, which was initially met by resistance in southern state governments, but was later strictly enforced by the federal government (2013). When it was enacted it was considered a landmark piece of legislation. The Civil Rights Act of 1991 is a federal law that provides the right to trial by jury on discrimination claims and introduced the possibility of emotional distress damages, while limiting the amount that a jury could award (2013). With the passing of this act the goal was to accomplish such things as making the federal civil rights laws stronger and better. It also helped to provide damages for those that won intentional employment discrimination lawsuits and to also provide additional protections against unlawful discrimination. The Privacy Act falls into the category of employee rights and
In an organization, it is always important for employees to know the rules and regulations of the policies and procedures. Being knowledgeable of the stated polices will help to ensure that as an employee, they are always doing what is right, both ethically and morally. As an HRM professional, being knowledgeable of what the EEO (Equal Employment Opportunity) is and how it is beneficial to an organization is important. An HRM will also need to know what rights an employee has as this will be an important factor for the HRM. Therefore, it is wise for an HRM to learn what acts and issues there have been in the past that have created certain policies, as well as laws that employers must abide by. Team D has chosen to reflect on both the Civil Rights Act of 1964 and 1991, as well as the Privacy Act.
The Civil Rights Act of 1964 and 1991 are both considered equal employment acts and were both apart of the Civil Rights Movement. The Civil Rights Act of 1964 is the federal legislation that ended racial segregation nationwide in education, employment, public facilities, and voting facilities throughout the United States, which was initially met by resistance in southern state governments, but was later strictly enforced by the federal government (2013). When it was enacted it was considered a landmark piece of legislation. The Civil Rights Act of 1991 is a federal law that provides the right to trial by jury on discrimination claims and introduced the possibility of emotional distress damages, while limiting the amount that a jury could award (2013). With the passing of this act the goal was to accomplish such things as making the federal civil rights laws stronger and better. It also helped to provide damages for those that won intentional employment discrimination lawsuits and to also provide additional protections against unlawful discrimination. The Privacy Act falls into the category of employee rights and
References: Carsen, J. (2012, January 11). Compliance with Employee Privacy Laws: How To Create an E- Monitoring Policy August 2, 2013, from HR Council: http://hrcouncil.ca Legal Information Institute. (n.d.). Retrieved from http://www.law.cornell.edu/supct/cert/07- March 1). Anti-Harassment. Retrieved August 2, 2013, from Vanderbilt University: http://hr.vanderbilt.edu