...Name: Level: Date of submission: Equal Employment Opportunity and Employee Rights Pregnancy Discrimination Act of 1978 According to PCA, the pregnant woman must be allowed to continue working so long as she is able to do her job. Also she should be treated fairly like any other temporary disabled worker if she is unable to do her job temporarily. Absence that is related to pregnancy, the employer is entitled to hold that vacancy for the same period length those other employees on leave get (maternity leave insider.). On health insurance, the employer must cover all expenses emanating from pregnancy related circumstances. All amounts payable to the pregnant woman can face limitations only at the same level as the other amounts payable to other conditions (maternity leave insider.). Benefits relating to pregnancy should be the same in all female employees or else job classification. Pregnant women on leave must be offered the same treatment as any other employee with temporary disability in terms of pay rise, or any other related benefits. U.S. District Judge in Texas Lynn Hughes turned down a Pregnancy Discrimination Act (PDA) case which was filed by Donnica Venters who accessed Houston Funding Company for terminating her because of using a breast pump while at work. The judge ruled that lactation was not childbirth, pregnancy, or a medical related situation (Neil, 2012). Family and Medical Leave Act of 1993 Family and Medical Leave Act (FMLA) of 1993 entitles...
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...Equal Employment Opportunity Employment is the state of providing a good or service in exchange for money. The world no longer operates on the barter system and the recession makes it difficult to find and maintain a job. The same problems that existed prior to the recession exist today. Employers mistreat their employees in numerous ways, sexual harassment, unhealthy work conditions, and unsafe work conditions and including a clause in the employee contract that termination can occur without a cause. Employees need protection and a way to fight back against the unscrupulous dealings of their employers. The summary reviews the sexual harassment suit against American Laser Centers and the Equal Employment Opportunity Commissions role in the suit. The Equal Employment Opportunity Commissions (EEOC) charged American Laser Centers (ALC) with sexual harassment and retaliation towards a group of female employees. The result was a lawsuit and settlement of $125,000 for the female employees who were victimized. The sexual harassment began in 2006 perpetrated by the landlord of the facility. The women, including a clinic manager, faced frequent harassment, which included leering, unwelcomed touching, sexual advances, and appearances in their work area by the visibly aroused landlord. The escalation of the harassment leads to feelings of an unsafe environment, which causes a female employee to bring her brother into work for protection (Equal Employment Opportunities Commissions...
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...Equal Employment Opportunity Commission Anthony Butler SOC/315 March 22, 2011 Ardra Norman Equal Employment Opportunity Commission The Equal Employment Opportunity Commission (EEOC) is structured to ensure federal laws are adhered to so that individuals are not discriminated against in reference to employment because of race, color, religion, sex, national origin, age, disability, or genetic makeup. The headquarters office for the Equal Employment Opportunity Commission is located in Washington, D.C. The EEOC covers employers who have at least 15 employees (U.S. Equal Employment Opportunity Commission, 2011). The EEOC is responsible for investigating charges of discrimination against employers and for assessing allegations to determine a finding. Federal agencies can receive technical assistance on maintaining compliance within the EEOC regulations. Belk, Incorporated has been ordered to pay Myra Jones-Abid $55,000 and provide “other relief due to a religious discrimination lawsuit (U.S. Equal Employment Opportunity Commission, 2011; The Charlotte Observer, 2011).” The U.S. Equal Employment Opportunity Commission charged Belk in violating federal law because they failed to accommodate her religious beliefs and brought termination actions against her because of religion. In 2008 during employment, Jones-Abid was required to wear a Santa hat and apron; she declined to wear the holiday attire because of her religion-Jehovah’s Witnesses. According to “Title VII of the...
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...HRMT215-1401B-07 Colorado technical university April Bridges February 19, 2014 Professor Christopher Leigh It is imperative as Human Resource employees to understand the role The Equal Employment Opportunity Commission (EEOC) has on how business is conducted and to ensure that their laws and regulations are met. The human resource department is responsible for maintaining compliance of employment and work place related laws. The human resource department also trains personnel to ensure that the laws are understood and upheld. The Federal Equal Employment Opportunity laws prevent companies and supervisors from discriminating against employees on the basis of many different factors. These factors include race, color, and religion. The human resource department is responsible for investigating claims brought against the company by employees regarding discrimination. Human resource personnel must have policies and procedures in place that follow the equal employment opportunity laws. The human resource department is responsible for protecting the rights of employees and for preventing lawsuits against the company based on noncompliance to equal employment opportunity laws. (hr-issues-facing-business.html) The human resource department must maintain documentation that the equal employment opportunity laws are being upheld and that that discrimination is not taking place. The human resources department has had to change policy and implement new guidelines for hiring of employees...
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...Equal Employment Opportunity Commission 2/21/2015 Providing a place of employment has lead to numerous benefits for employers and employees. When having a diversity of people working for a company, different types of personalities intermingle with each other on a day – to – day basis. Even though having a diverse group of people coexist in the workforce can serve a huge benefit to the company, it can also lead to problems amongst coworkers. In order to make sure everyone is treated fairly, the Equal Employment Opportunity Commission (EEOC) was created to enforce federal regulations for equality in the workforce (smallbusiness). The EEOC pursues complaints about hiring or firing based off of certain factors such as, race, religion, age, origin, sex, etc. In addition to, the EEOC also investigates complaints about sexual harassment. When looking at the case regarding two female employees of 1995 Auto Corp, multiple red flags pop up. According to the file, the two females were subject to repeated and welcomed sexual advances by their male supervisor in the workforce. The ladies then proceeded to address the situation to the supervisor’s immediate superior, letting him know how uncomfortable they felt and that they want the behavior to stop. The harassment continued and continued for three months. Because the 1995 Auto Corp did nothing, they are looking at a huge lawsuit. In order to make sure that the Auto Corp has a solid defense, one must further investigate. Sexual...
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...U.S. Equal Employment Opportunity Laws: Small Business During his presidency the 1920’s, President Calvin Coolidge was famously quoted as saying, “After all, the chief business of the American people is business” . Over ninety years later, this quote still has merit. America is a country that was built on small businesses and continues to survive because of them. Small businesses currently employ close to half of American jobs and are responsible for a majority of job creation . Although small businesses must comply with government laws and regulations in order to operate legally in the United States, there are some exceptions to the rule. The Equal Employment Opportunity Committee states that, “Not all employers are covered by the laws we enforce, and not all employees are protected. This can vary depending on the type of employer, the number of employees it has, and the type of discrimination alleged”. More specific to small businesses, “If a complaint against a business (or some other private employer) involves race, color, religion, sex (including pregnancy), national origin, disability or genetic information, the business is covered by the laws we enforce if it has 15 or more employees who worked for the employer for at least twenty calendar weeks (in this year or last)”. In regards to age discrimination, an employer must have less than 20 employees to be exempt from this law (US EEOC , 2009). The Equal Employment Opportunity...
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...Equal Employment Opportunity and Employee Rights Luis Carrasco, Jade Hadfield, Jo Hemenway, Stafford McClendon, Emily Sementilli, Misty Wightman November 4, 2012 HRM/300 Timothy Turcotte Equal Employment Opportunity and Employee Right Over the course of history in the United States there have been many laws put in place to protect employees and employers. The Americans with Disabilities Act of 1990 and the Equal Employment Opportunity Act of 1972 are two such acts signed into law. Each of the laws protects workers from termination for causes outlined in the acts. The Americans with Disabilities Act of 1990 is a wide-ranging civil rights law that prohibits, under certain circumstances, discrimination based on disability. It affords similar protections against discrimination to Americans with disabilities as the Civil Rights act of 1964, which made discrimination based on race, religion, sex, national origin, and other characteristics illegal. Drug testing has become popular in many businesses in today’s society. This upsets many employees because they think that what they do on their own time does not affect what they do at work. The Americans with Disabilities Act of 1990 was put into place to make it easier for American’s that have disabilities to navigate. There are five different categories of this Act...
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...The United States Equal Employment Opportunity Commission “is accountable for implementing federal laws that make it unlawful to be discriminatory against any person applying for a job based on the individuals race, color, religion, sex including pregnancy, gender identity, and sexual orientation, national origin, age 40 or older, disability or genetic information. The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits” CITATION USE \l 1033 (U.S. Equal Employment Opportunity Commission, n.d.). It is also unlawful to discriminate against an individual that has filed a complaint due to discrimination or participated in an investigation regarding discrimination. The Equal...
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...Equal Employment Opportunity and Employee Rights Review Learning Team B HRM 300 May 18, 2015 Professor E. Hardin Equal Employment Opportunity and Employee Rights Review The Civil Rights Act of 1964 prohibits discrimination in all employment decisions on a basis of race, religion, ethnicity, sex, and national origin (DeCenzo, Robbins, Verlhurst, 2013). Not only does it protect in employment decisions but it also ended unequal application of voter registration requirements. When the Civil Rights Act of 1964 was put in place it ended segregation in schools as well. If this law would not be in place equality in the workplace would not have been possible and many would not be in the place they are in their careers now. The United States Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information (EEOC, 2015). EEOC also makes it illegal for anyone to discriminate against a person who has filed a discrimination complaint or someone that was involved in a discrimination investigation or law suit. With the law in place it gives the EEOC the right to investigate charges discrimination against employers that are covered by the EEOC law. When a person exposes any information or activity that is considered illegal...
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...The U.S. Equal Employment Opportunity Laws As They Apply to Small Businesses After reviewing the U.S. Equal Employment Opportunity Commission’s website regarding laws as they apply to both small and large businesses, it was very surprising that the small businesses face specific challenges when it comes to employment law because of relatively small size of their workforces and budgets. Initially I thought both were scrutinized under the same laws but they are treated little different because of the fact that small businesses have less hiring capacity and they often have only a small fraction of the recruiting budget available to large businesses, which results in smaller businesses hiring much less frequently and possible much less diverse pools to choose from. Some of the areas that seem to differentiate both small & large businesses are workplace safety, corporate governance, business organization, health insurance, etc. The Small Business Administration has a standard regulations of 500 employees or less for a business to be considered Small Business. In this regard, it is very surprising that small business with total of 15 persons could be held to the same standards and regulations as other small business with 500 employees. Even though small businesses hire less frequently due budget constraints and limited employees, they are still required to take necessary steps to ensure that minorities are adequately represented within their ranks. The Equal Employment Opportunity...
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...Analyze a Specific Case to Understand Equal Employment Opportunity Laws and Their Impact on Human Resources Employment and Labor Law Jason Berning Presented in partial fulfillment of the requirements for a Bachelor of Business Administration Degree This essay highlights a Supreme Court case concerning discrimination in the workplace. Besides conveying important facts about the case, including its origins and prior rulings, analysis will take place on the Court’s decision and its effect on employers and human resource personnel. EEOC The plaintiff in this case was the Equal Employment Opportunity Commission (EEOC) filing in regard of Eric Baker, a former Waffle House employee (EQUAL EMPLOYMENT OPPORTUNITY COMMISSION v. WAFFLE HOUSE, INC, 2015). The EEOC is a federal entity charged with enforcing federal laws making discrimination illegal in the cases of race, color, religion, sex, national origin, genetic information, disability, and age (About the EEOC: overview, 2015). Further recognized as discrimination are action deemed negative against an individual and brought about from a person complaining about discrimination, filing a charge of discrimination, or being involved in an investigation or lawsuit involving discrimination (About the EEOC: overview, 2015). This law effects most employers with 15 or more employees including labor unions and employment agencies and applies to multiple work situations including hiring, promotions...
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...State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations � Applicants to and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations are protected under Federal law from discrimination on the following bases: � RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe beneits, job training, classiication, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an employee’s religious practices where the accommodation does not impose undue hardship. DISABILITY Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualiied individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe beneits, job training, classiication, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualiied individual with a disability who is an applicant or employee, barring undue hardship. AGE The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees...
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...EQUAL EMPLOYMENT OPPORTUNITY EEO atau Equal Employment Opportunity di buat dengan tujuan agar perusahaan dapat melaksanakan dan mendukung kesejahteraan kesempatan dan perlakuan dalam pekerjaan dan jabatan di Indonesia. Program kesempatan dan perlakuan yang sama dalam pekerjaan sangat penting untuk mempromosikan persamaan dan mengurangi diskriminasi dalam pekerjaan dan jabatan dengan dasar ras, warna kulit, jenis kelamin, agama/kepercayaan, politik dan status sosial. Gambaran kesenjangan gender di tempat kerja, baik di sektor formal maupun informal, dapat dilihat dari indikator pasar kerja. Survei Angkatan Kerja Nasional (SAKERNAS) 2004 mencatat bahwa jumlah perempuan usia kerja di atas 15 tahun adalah 50,2% dari 153.923.648 penduduk usia kerja. Akan tetapi, tingkat partisipasi angkatan kerja (TPAK) perempuan hanya 49,2% sementara angka TPAK laki-laki mencapai 86,0%. Kesenjangan ini juga tercermin dari prosentase jam kerja. Ada 74,9% pekerja/buruh laki-laki yang bekerja penuh waktu, sedangkan pekerja/buruh perempuan yang bekerja penuh waktu hanya 54,6%. Kesenjangan kesempatan antara perempuan dan laki laki di bidang apapun termasuk dalam dunia kerja, sudah lama terjadi. Tetapi, Indonesia tidak mengenal adanya perbedaan tersebut. Hal ini tercantum pada: • UUD 1945 : Pengakuan hak yang sama antara perempuan dan laki-laki • Pasal 27 ayat 1 : Segala warga negara bersamaan kedudukannya di dalam hukum dan pemerintahan dan wajib menjunjung hukum dan pemerintahan...
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...EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION 1 Equal Employment Opportunity and Affirmative Action and Their Application in the Workplace Dennis E. Edwards Excelsior College Author Note Dennis Edwards is a student enrolled in Excelsior College, Human Resource Management Course EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION 2 Equal Employment Opportunity and Affirmative Action and Their Application in the Workplace This paper is written to establish the differences of Equal Employment Opportunity and Affirmative Action as it applies to the workforce environment and the relevance thereof. As we look at the function of these two issues, equal employment opportunity is established to ensure that anyone, regardless of race, color, disability, sex, religion, national origin, or age, has an equal opportunity based on his or her qualifications. Affirmative Action ensures that employers take action in recruitment, hiring, promotions and compensation to eliminate any violation of equal opportunity. (Dessler, 2013 p.59). While Equal Employment Opportunity provides the expectation through a series of laws from the Civil Rights Act, Equal Pay Act, Age Discrimination in Employment Act and others, those written laws alone does not constitute that all companies or organizations will adhere to the them. Most organizations will have an Equal Employment Opportunity policy or directive, most just reiterate the definition above that the organization will not discrimination...
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...Executive Summary There are laws related to every aspect of employment including many important ones that protect both applicants and employees against unfair treatment. The Civil Rights Act of 1964 was a key point in history and instrumental in protecting the rights of individuals from employment discrimination. Title VII of the legislation was designed to protect U.S. employees. This Title also established the U.S. Equal Employment Opportunity Commission with the intent to protect U.S. employees from discrimination as the body to enforce the provisions of the law. Equal employment opportunity was further enhanced in 1965 with Executive Order 11246 which prohibited federal contractors from discriminating against employees on the basis of race, sex, creed, religion, color, or national origin. Equal Employment Opportunity has been an effort to provide African-American, women, and other classes of individuals in society who did not have access to the same employment opportunities in both the private and public sector. The issues explored related to equal employment in the public sector are: • Oversight and Coordination • Scope of “Protected Classes” • Monitoring and Reports • Enforcement Equal Employment Opportunity Act of 1974 The U.S. Equal Employment Opportunity Commission (EEOC) provides oversight and coordination of federal equal opportunity regulations, practices, and policies. Equal Employment Opportunity Act of 1974, brought all state, local, and federal government...
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