Human Resource Management Human Resources Assignment

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Summary

Equal employment is an attempt to level the field of opportunity for all people at work.

Laws have been enacted to prohibit making employment decisions based on age, color, disability, national origin, race, religion, and other protected characteristics.

The Equal Employment Opportunity Commission and Office of Federal Contract Compliance Programs are the primary enforcement agencies in employment discrimination laws.

Disparate treatment occurs when individuals are treated differently on the basis of a protected characteristic.

Disparate impact occurs when employment decisions work to the disadvantage of individuals on the basis of a protected characteristic.

Employers may be able to use business necessity, job-relatedness, and bona fide occupational qualifications (BFOQs) to defend their management practices.

Title VII of the 1964 Civil Rights Act was the first significant equal employment law. The Civil Rights Act of 1991 altered and expanded the 1964 provisions.

Retaliation claims now rank as the most common reason individuals file EEO claims.

Executive orders issued by the president govern the relationship between federal contractors and the U.S. government.

Several laws and court rulings on sex/gender discrimination have addressed issues regarding pregnancy discrimination, pay equity, sexual orientation and gender identity, and sexual harassment.

As more women have entered the workforce, sex/gender issues in equal employment have included both discrimination through pay inequity and discrimination in jobs and careers.

The courts have defined two types of sexual harassment—quid pro quo and hostile environment.

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It is vital that employers train all employees on what constitutes sexual harassment, promptly investigate complaints, and take action when sexual harassment is found to have occurred.

The Americans with Disabilities Act (ADA) requires that most employers identify the essential functions of jobs and make reasonable accommodations for individuals with disabilities unless doing so would result in undue hardship.

Employment discrimination against persons older than age 40 is illegal according to the Age Discrimination in Employment Act (ADEA).

Employers are required to make reasonable accommodations for employees with religious beliefs and practices.

The Immigration Reform and Control Act (IRCA) regulates the employment of workers from other countries who work in the United States.

A number of other employment concerns have been addressed by laws, including discrimination based on religion, military status, and other factors.

Diversity, equity, and inclusion practices are becoming more important in all organizations and include polices, training, and related HR practices.

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