Small Business and The EEOC The U.S. Equal Employment Opportunity Commission (EEOC) is federal law enforcement agency that enforces laws prohibiting employment discrimination. The EEOC ensures that businesses are complying with anti-discriminatory laws that make it illegal to discriminate against employees or job applicants based on their gender‚ race‚ religion‚ color‚ sex (including pregnancy)‚ disability‚ age (40 and over)‚ or genetic information. The EEOC has the power to investigate
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because he or she tested the highest. Many companies promote a drug free environment. To properly promote such an environment‚ many of today’s companies require pre-employment drug testing. When an employee comes to work and is under the influence‚ the company is at risk. To eliminate risk‚ these tests are mandatory. The Pre-Employment Drug Screening of America has stated‚ “In 1987‚ a national testing laboratory‚ SmithKline Beecham‚ found that 18.1 percent of all workers tested had positive results
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Each policy should be designed to comply with the standards of the Equal Employment Opportunity Commission (EEOC) and Title VII of the Civil Rights Act of 1964. Designing policies that comply with EEOC and Title VII standards will pave the way to ensuring that the employer can provide equal opportunity in employment‚ remain committed to promoting the employment of disabled individuals‚ and establish a climate of equal opportunity and mutual respect. Supervisor and Employee Training One of the
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University of Pennsylvania v Equal Employment Opportunity Commission‚ the employee was convinced she had been passed over for tenure because of her ethnicity and due to sexual harassment. As a result‚ her employer was eventually forced to turn over documentation to justify their promotion decisions. This case highlights the importance of transparency and clear communication.
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turnover of employees without disabilities. It is this kind of thinking that limits the ability of people with disabilities to find employment more than any other factor. In an E-Mail on Thursday‚ November 7‚ 1996‚ Barbara Sommer‚ Disabilities Employment Coordinator for the Oklahoma Employment Security Commission‚ stated‚ "The most significant barrier to employment for [people with disabilities] truly is attitude." One way to show the effects of discrimination of people with disabilities in the
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References: About the EEOC: Overview. (2010). U.S. Equal Employment Opportunity Commission. Retrieved on April 2010‚ from http://www.eeoc.gov/eeoc/index.cfm Guidelines on Multicultural Education‚ Training‚ Research‚ Practice‚ and Organizational Change for Psychologists. American Psychological Association. (2002) Retrieved
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Law: Employment Discrimination and Title VII of the Civil Rights Act of 1964. Harvard Law Review ‚ Vol. 84‚ No. 5 (Mar.‚ 1971)‚ pp. 1109-1316 This booked is written by Harvard Law. The Review discuss what the Civil Rights Act of 1964 entails and discuss and why Title VII was a big development. A development to Civil Rights Act of 1964. They used cases to develop the Title VII. They used both qualitative and quantitative research methods. Quantitative methods were things such as employment statics
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within the United States‚ as oppose to Belgium‚ it is imperative that Pomodoro’s policies and procedures align with certain U.S laws and regulations in employment. One such law is the Americans with Disabilities Act of 1990 ‚” (Americans with Disabilities Act of 1990‚ 1990)‚ which “prohibits discrimination on the basis of disability in employment‚ State and local government‚ public accommodations‚ commercial facilities‚ transportation‚ and telecommunications‚” (Americans with Disabilities Act of
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Investigation Report of Employment Discrimination at Treton Communications David Erving Oregon Institute of Technology Abstract Equal employment opportunity has been has been a major concern in American history. Although the nation was founded on the principles of individual merit‚ hard work and equality; discrimination still persists. Therefore‚ laws have been enacted to protect those who have been the victims of employment discrimination. A benchmark in employment laws is Title VII
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Sexual Harassment Paper HRM320: Employment Law Prof. Mary Myers-Nelson DeVry University Online Define sexual harassment as the term is used legally. “Unwelcome sexual advances‚ requests for sexual favors‚ and other verbal or physical conduct of a sexual nature that tends to create a hostile or offensive work environment.” (sexual harassment. (n.d.) West ’s Encyclopedia of American Law‚ edition 2. (2008). Sexual harassment comes in several different forms from words to touching to
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