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Human Resources

By skooldays Oct 08, 2013 611 Words
University of Phoenix Material

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

Title VII Legislative law prohibits discrimination against race, ethnicity, religion and gender. In addition, the ending of racial segregation and other kinds of workplace discrimination.

To eliminate discrimination against anyone for any reason.
Hire qualified diverse individuals to work for a company.

Equal Employment Opportunity Act

Enforces federal law of discriminating against job applicants or workers because of race, religion, sex, age, color, or national origin. Requirement is to inform EEOC

To provide discrimination protection to employees if they feel they have been mistreatment due to race, religion, sex, color or religion. Provide employee and employer to discuss discrepancies before the employee contacts EEOC

Equal Pay Act

This law equalizes fairness for pay rates or salary for male and females of similar quality and quantity working in the same capacity.

To ensure women and men are fairly compensated regardless of sex. Create a pay analysis for company positions based solely on the position and benchmark other organization positions.

Age Discrimination in Employment Act of 1967

Protects employees and job applicants over 40 years of age from discrimination from employers based on age.

To provide equal opportunity to all workers that may experience rejection to be hire due to age. Hire a diverse age group to include applicants over the age of 40

Americans with Disabilities Act of 1990

This Civil Rights Law prohibits discriminating against a person with a disability. Requirements are to provide reasonable accommodations for anyone is disable.

To protect anyone who is disabled the same opportunity as someone is not disability. Provide workplace accommodations within reason for any employee that is disable

Civil Rights Act of 1991

The Civil Rights Law 1866 and 1964 combined to create Civil Rights Act of 1991 to include limits rights of individuals who have sued an employer for discrimination

To amend established civil laws that could violate Civil Rights of indivduals

Family and Medical Leave Act (FMLA) of 1993

Requires employers to provide job protected unpaid leave for medical and family leave to employees.

To provide protection for employees to hold a person’s job who may need long term medical leave for self or family Inform employees upon hire of FMLA as a federal mandated benefit that the company provides

Privacy Act of 1974

Restricts the federal government from collection, use and distribution of personal information

Prevent companies from using an employee’s personal information through Federal Registry Provide a required signature of the employee restricting the federal government of sharing and protecting the employee

Drug-Free Workplace Act of 1988

Requires contractors and organizations that receive federal grants from the federal government to maintain a drug free workplace.

To encourage no drugs or usage, distribution in the workplace of any kind.

Provide employees with a policy statement that prohibits use, possession and distribution of drugs

Polygraph Protection Act of 1988

A United States Law prohibits employers from using lie detector test or any device used to evaluate such before hiring an employee or during employment.

To encourage honesty ethics in employees.
Provide a policy of the Polygraph Protection Act and the company’s policy on complying and reasons for investigations of an employee

Worker Adjustment and Retraining Notification Act (WARN) of 1988

Protects workers and communities by requiring employers to give employees a 60 day notice in advance of plant closing and large employee layoffs

Provide employees information of a job loss in a timely manner which affects mainly rural area companies. Provide the WARN policy in the company handbook.

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