HRM324

Employment Laws Chart Complete the chart below using information from the weekly readings and additional research if necessary. Employment Law Description and Requirement of LawCourt 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 nationalityKatzenbach. McClung and Heart of Atlanta v. United StatesThe 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. Employers are required to post sign 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. GreenEqual Employment Opportunity Act is to ensure that Civil Rights Act requirements are being followed and gives power to the Employment CommissionMeeting requirements by hiring people regardless of their national origin or race. Equal Pay Act Requires that mean and women working in the same place be given equal amount of pay for equal work. Schultz v. Wheaton Glass Co. 1970It ensures everyone is paid the same wage for identical jobs regardless of their sex.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 discriminationGomez v. PotterADEA is that it protects the older employees for discriminationCompanies like to use older persons as door greeters Americans with Disabilities Act of 1990 The Americans with Disabilities Act (ADA) prohibits discrimination on the basis of disability in employment, state and local government, public accommodations, commercial, facilities, transportation, and telecommunications. Tennessee v. Lane in 2004It requires companies to make reasonable accommodation for disabled employees to they will be able to perform their job. Accommodate employees with disabilities by using TTD, speaking technology, and elevators. Civil Rights Act of 1991 This ace nullified supreme Court decisions and reinstates burden of proof by employer and allows for punitive and compensatory damages through jury trials. Wards Cove Packing Co. v. AtonioKeeps companies from acting like jerks.Be on the lookout for Ambulance chasers. Family and Medical Leave Act (FMLA) of 1993 Permits employees in organizations of 50 or more workers to take up to 12 weeks of unpaid leave for circumstances outlined in the act. Put in place to help working families balance work and family life. This act is that it makes it easier to balance family, work and other obligations without fearing losing their jobs.If you yourself becomes sick or have a sick parent, child, or spouse you may be eligible to take unpaid time off to be with them without fear of losing your job. Privacy Act of 1974 Protects certain federal government records pertaining to individuals. A precautionary measure by the senate and House of RepresentativeEmployees have the right to look at their employee file to make sure that information is accurate.Companies are required to send out privacy notice to their customers. Drug-Free Workplace Act of 1988 Requires some federal contractors and all federal grantees agrees that they will provide drug free workplace as a precondition of receiving a contract or grant from the federal governmentAnti-drug legislation in 1988It ensure the safety of all employees by ensuring that no one will be working while under the influence of drugs.Drug testing as part of an application process and if an employee is hurt on the job most companies requires a drug test when they go to the hospital. Polygraph Protection Act of 1988 Prohibits employers to use polygraph tests in a job application processCongress enacted the employee polygraph protection Act On June 27, 1988It protects employees from violating privacy issues by asking non job related questions. Unreasonable for employers to give potential employees polygraph test Worker Adjustment and Retraining Notification Act (WARN) of 1988 Employers give notification to employees about plant closing or lay-offs.Veto-proof Democratic majority in Congress.To protect employees because of a shut down or layoff. The law requires that the employee be given a 60 day notice.Ease the burden of losing their jobs, some companies give severance packages based on the employees time of service with the company. Source HYPERLINK Http//www.ada.gov/pubs/ada.htm Http//www.ada.gov/pubs/ada.htm HYPERLINK http//Sbcounty.gov/eeo/EEOPlanFile.pdf http//Sbcounty.gov/eeo/EEOPlanFile.pdf HYPERLINK http//tmhre.org/newsletter.html http//tmhre.org/newsletter.html HYPERLINK http//www.nod.org/access www.nod.org/access HRM/300 Fundamentals of Human Resource Management Y, dXiJ(x(I_TS1EZBmU/xYy5g/GMGeD3Vqq8K)fw9 xrxwrTZaGy8IjbRcXI u3KGnD1NIBs
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