MGT3045 WK2 Project

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Equal Employment Opportunity Laws

The issue of equal employment is crucial to the ethical and legal management of people in any

organization. Realization of this fact has resulted in passage of many equal employment laws in the

past four decades.

The Equal Pay Act was the very �rst law to address the issues of equal employment in the U.S. It was the �rst law that required organizations to pay men and women equally for performing the same job.

This started a landslide of equal employment legislation.

The Civil Rights Act of 1964 followed the Equal Pay Act; Title VII of the Civil Rights Act is what

legislates discrimination in the workplace. The law is often simply referred to as Title VII by HRM

practitioners.

Title VII of the Civil Rights Act (http://www.eeoc.gov/laws/statutes/titlevii.cfm) protects employees from discrimination on the basis of race, color, religion, gender, and national origin. It is not

permissible to discriminate against employees in decisions such as hiring, promotion, compensation, or

termination based on these �ve attributes.

Unlawful discrimination occurs when decisions are made based on protected characteristics

(https://digitalbookshelf-

jigsaw.southuniversity.edu/books/9781337259033/content/id/protectedcharacteristics) , which are

individual attributes such as race, age, sex, disability, or religion that are protected under EEO laws and regulations. These factors are not work related and should not be considered. Under federal, state, and

local laws, employers are prohibited from considering the following factors in making hiring and other

employment decisions:

Age

Color Disability

Genetic information

Marital status (some states)

Military status or experience

National origin

Pregnancy

Race

Religion

Sexual orientation (some states and cities)