...The merit system is the process of promoting and hiring government employees based on their ability to perform a job, rather than on their political connections. Federally, it was instituted by the Pendleton Civil Service Reform Act. It is the opposite of the Spoils system | | | | |An example is hiring or promoting relatives solely because they are family members, with no consideration of the qualifications | |or merit of other job candidates or employees. | |Nepotism in the Workplace | |Workplace nepotism is not unusual, especially at smaller companies and non-profits in the private sector. | |The obvious reason aside, it's not unusual likely because there is no universal "nepotism law" at the Federal level that | |prohibits it in all states. Several state legislatures and city councils have passed nepotism laws (or anti-nepotism laws, as | |they're sometimes called), but typically only in regard to public-sector employment. | |However, the consequences of nepotism...
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...regard to race, creed, color, or national origin (Elliott & Ewoh, 2000). Since its inception, Affirmative Action program and policies have taken on a life of their own. Affirmative action is a term that refers to mandatory and voluntary programs intended to affirm the civil rights of designated classes of individuals. Affirmative action or Executive Order 11246 (EO11246) was created, after the civil rights movement, by the federal courts to ensure companies were not using discriminatory hiring practices. Affirmative action is similar but different from equal opportunity. Equal opportunity is an attempt to avoid discrimination by applying the performance related criteria to all applicants, in other words, each individual should be given the same treatment as all other individuals. Unequal treatment of minority groups is considered discriminatory and illegal. This process ignores the past history of discrimination of an employer and also keeps the use of categories in hiring practices from being utilized. Affirmative action requires that federal contractors recruit, hire, and promote minorities or risk losing their contracts. This is where affirmative action is different from Equal Opportunity. Affirmative action takes a more active approach, whereas equal opportunity is more passive. Figure 1 Before the passage of...
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...Hiring Dilemma By Vivian Jackson A company trying to get started in the evolving business industry, can easily lose sight of the goal by employing personnel that do not meet the qualifications and standards needed to make a bold move to the future. There are many exciting aspects to job hunting and there is an even bigger decision when hiring the right candidate for the position. The position requires substantial knowledge of the duties to be performed, a set of moral standards and definite fairness across the board. When hiring, nepotism should be eliminated and preferential treatment. All positions should be based on merit and honest qualifications. If the hiring process were to cater to the needs of those in desperate need, there will be many shortcomings that the organization would not be able to overcome. I have weighed the thought process of hiring because of a favor and would it be possible to truly appreciate the work ethics of someone you hired unethically. The entry-level position at VJ Productions entails significant dedication and attention to detail. The position will require the applicant fulfill all job descriptions and duties. There will be no additional training, the job will be fast paced and the necessity to implement task immediately. In all fairness to the position, there can be no favoritism or special preferential treatment. The moral high ground is the best choice for the job, the company and the fellow employee’s involved. Nevertheless...
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...Running Head: RELIGIOUS DISCRIMINATION IN HIRING Religious Discrimination in Hiring Religious Discrimination in Hiring The initial concept for this paper was to research and examine reverse discrimination in hiring practices by businesses owned by members of the Church of Jesus Christ of Latter-day Saints (LDS) in Utah County. I was trying to find research regarding LDS member owned businesses and preferential treatment to other LDS members when hiring. Through the process of this research I realized that my question was skewed, it wasn’t reverse discrimination at all. The population of Utah County consists of 97.5% members of the LDS church, and 88.7% of the population adheres to the LDS church (The Association of Religion Data Archives, 2010). In this context I will examine the preferential hiring practices of adherent religious member owned businesses when recruiting potential employees. Religion is a protected class, and discrimination of a protected class is a primary concern for the human resource industry. The importance of discrimination laws to human resources comes from a number of reasons: Out of motives ranging from concern for fairness to the desire to avoid costly lawsuits and settlements, most companies recognize the importance of complying with these laws. Often, management depends on the expertise of human resource professionals to help in identifying how to comply. (Noe, Hollenbeck, Gerhart, & Wright, 2011, pp. 72-73) A company found in violation...
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...discrimination commonly replaces the term unjustified discrimination in business, philosophy, psychology and day-to-day community life. In a just and fair society, such as we Canadians aspire to, a job applicant’s race, ethnic origin, colour, religion, sex, age, orientation, mental ability, or physical condition should not disadvantage them in career choices or job competitions. If a short Asian female firefighter can do the job, she should get the job. Conversely she should not expect to receive concessions that are not available to all; that is in effect also discrimination. Unfortunately, discrimination often arises in business in regards to hiring, job placement, wage, and promotion. Affirmative Action Ideally, discrimination should be of no concern at all; everyone should have an equal opportunity to anything. In a perfect world a hiring manager would not have to think thoughts such as, “They are disabled, they are women, they are aboriginal,” and would only think, “This person will be perfect for the job because….” Unfortunately this may never completely happen. For example if a person in a wheelchair applies to be a stock person at Costco and another person who is not in a wheelchair applies for the same position the manager will be debating, “Should I hire the person who cannot walk because I want to be socially responsible? Or should I hire the person who can walk, who will probably do a better job and who I won’t have to make special accommodations for?” Another example...
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...Running head: LEVELING THE PLAYING FIELD Leveling the Playing Field Cristol Thomas BA340 Professor Shaun Manzano November 7, 2014 Abstract Affirmative action began as a government remedy to the effects of long-standing discrimination against minority groups and women. Thus, over the past 40 years, the agency has affected many different facets of life for the American people and a great deal of improvement has been accomplished. Specific examples of its impact are visible through improved employment and educational opportunities. These improvements were accomplished through policies, programs and procedures, set up to give preferential treatment to minorities and women, in job hiring, admission to institutions of higher education, the awarding of government contracts and other social benefits. Franklin D. Roosevelt’s New Deal and the Great Depression in 1961 first introduced the word affirmative action, which was a method of redressing discrimination that had persisted in spite of civil rights laws and constitutional guarantees. During that time The Great Depression had taken over the country and Franklin D. Roosevelt wanted to be the person to make a change. As president, Roosevelt did all what he claimed he would and moved the country towards a brighter future. Although all of this was good, there was still segregation and discrimination in America. But that didn’t deter him from his goal, he tried to start many programs, but they were temporary...
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...Running head: Affirmative Action Paper Affirmative Action Paper Monekia English Employment Law/MGT434 April 3, 2010 Jonathan Warren Introduction This paper will touch basis on how affirmative action works in the work world in this day and time. It will also clear up how employers are to subject to affirmative action plans and why would employers need these plans. This paper will also touch basis on what do these particular plans require employers to do. The last topic in the paper will be what happens when employers do not meet the goals of affirmative action plan? Employers could get into serious trouble if their employees are not treated fairly. Action Plans Affirmative action plans are intended to do positive things within the company meaning the structure of the employees and the many behaviors they encounter daily. There are many laws that may only apply to employers that are privately owned by individuals. Although many individuals own their own companies, they are still laws that apply to employment agencies along with educational institutes. Although different laws are for different things, still the laws do take into accountable on how many employees will be working for a company. One law is included in the affirmative action plan is the Title VII law. This law prohibits many types of discrimination within the workplace. True enough this is law many historical presence has because many companies to have the right amount of discrepancy...
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...a diverse core workforce. The objective of my research paper is to address the following topics throughout my paper: Affirmative Action, attracting minority candidates, challenges with legal compliance when hiring minorities, Assessment methods to aid in the hiring of new employees, benefits of a diverse workplace culture, Diversity programs, Training, Diversity as it pertains to global market, cultural competency and job benefits to maintain a diverse balanced workplace. I will address difficult topics, such as, preferential hiring for ethnic groups to meet quota, making accommodations for women with children to maintain a balanced diverse workplace and issues surrounding racial discrimination EEO cases. I will also address how the US has viewed diversity as a priority for employers. I will reference legal cases supporting Affirmative Action, cases of other legal issues confronting poor minority hiring practices. Equally I will also provide references of companies leading the industries in strong diversity practices (eg. Programs, training etc.) I hope that I will accurately depict the benefits of having a diverse workplace and encourage the readers of this research paper to cultivate new ways to strategically incorporate diverse hiring methods into their recruitment, selection and retention...
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...educational opportunities of women and members of minority groups through preferential treatment in job hiring, college admissions, the awarding of government contracts, and the allocation of other social benefits. Race, sex, ethnic origin, religion, disability, and age are the main criteria for inclusion in affirmative action programs. Affirmative action was initially embark at the federal level following the Civil Rights Act of 1964. In 1978, 1995 and 1996, the U.S. Supreme Court placed limitations on affirmative action programs as various rulings imposed further restrictions. In 1996, Proposition 209 in California prohibited government agencies and institutions from upholding affirmative action as race could not be the preeminent factor. (Affirmative Action, 2013) 2. Reverse discrimination is the unfair treatment of members of majority groups resulting from preferential policies, as in college admissions or employment, intended to remedy earlier discrimination against minorities. (Reverse Discrimination, 2013) 3. Comparable Worth is the concept that women and men should receive equal pay for jobs calling for comparable skill and responsibility. The first knows use of comparable worth was in 1983. (Comparable Worth, 2013) 4. I feel that the Affirmative Action concept is an appropriate form of remedy in the workplace because It helps maintain a balance of fairness. The National Football League’s hiring practice that if a head coaching vacancy is open, the owner of the...
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...educational opportunities of women and members of minority groups through preferential treatment in job hiring, college admissions, the awarding of government contracts, and the allocation of other social benefits. Race, sex, ethnic origin, religion, disability, and age are the main criteria for inclusion in affirmative action programs. Affirmative action was initially embark at the federal level following the Civil Rights Act of 1964. In 1978, 1995 and 1996, the U.S. Supreme Court placed limitations on affirmative action programs as various rulings imposed further restrictions. In 1996, Proposition 209 in California prohibited government agencies and institutions from upholding affirmative action as race could not be the preeminent factor. (Affirmative Action, 2013) 2. Reverse discrimination is the unfair treatment of members of majority groups resulting from preferential policies, as in college admissions or employment, intended to remedy earlier discrimination against minorities. (Reverse Discrimination, 2013) 3. Comparable Worth is the concept that women and men should receive equal pay for jobs calling for comparable skill and responsibility. The first knows use of comparable worth was in 1983. (Comparable Worth, 2013) 4. I feel that the Affirmative Action concept is an appropriate form of remedy in the workplace because It helps maintain a balance of fairness. The National Football League’s hiring practice that if a head coaching vacancy is open, the owner of the team...
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...disability, sexual orientation, religion and other reasons. Workplace discrimination can take place in a number of forms that include illegal hiring and firing, on-the-job harassment, denial of a worker’s promotions or raises and unequal pay. For this reason, several laws have been created to protect the people from discrimination and retaliation from their employers. Read on to know the different types of discrimination in the workplace. Gender Discrimination Also known as sexual discrimination or sex-based discrimination, gender discrimination takes place when one gender is preferred over the other. In this case, one employee is treated in an unfair manner or inequitable manner by his employer, on the basis of the employee’s gender. Racial Discrimination Racial discrimination is the most common form of employment discrimination. Employees are treated harshly or differently based on their race or ethnicity. Though there are laws that prohibit employers to deny a job-seeker employment opportunity because of his/her racial group and characteristics, it is a common practice in most of the workplaces. Age Discrimination Middle-aged and older employees are at a higher risk of being terminated in favor of younger employees, who are likely to give the company a younger look at a lower pay. There are companies that prefer hiring younger employees over middle-aged or older ones. Though there are laws that state that no company can discriminate employees on the basis of...
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...COLOR, NATIONAL ORGIN, RELIGION, SEX o Guarenteed consideration for jobs on the BASIS OF ABILITIES AND TALENTS necessary to perform a job. o Created EEOC to ensure employers, employment agancies, and labor organization comply with Title VII • Bona fide occupational qualifications (BFOQs) o Reasonably necessary to the normal operations • Seniority systems ➢ Permitted if not a result of past discrimination ➢ May not protect LESS SENIOR MINORITIES at expenses of more senior majority • Preemployment inquiries o OK IF JOB RELATED (VALID) o Required for EEOC Reporting • Testing o OK IF JOB RELATED o All selection devices NOT JUST “TEST” • Preferential treatment o Title VII allows, but DOES NOT REQUIRE preferential treatment (a plus factor) o Quotas are ILLEGAL o Reverse discrimination is ILLEGAL • National security o Discrimination is permitted when deemed to protect national security. Age Discrimination in Employment Act of 1967 (ADEA), as amended in 1986 • Prohibits discrimination for employees of the age 40 and over unless it’s a BFOQ • Prevents financially troubled companies singling out older employees for cutbacks • Older workers can waive their rights to sue under this law Americans with Disabilities Act of 1990 (ADA) and ADAAA of 2008 • Sexual Harassment (quid pro quo) • Unwelcome sexual advances, requests for sexual favors... • You...
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...Positive discrimination or preferential treatment of African-Americans to redress past discrimination, particularly in education, employment and related fields, began in the mid-1960s. Its career has been one of conflict and challenge, leading to Supreme Court decisions restricting its applications, disallowing race-based group preferential treatment, but allowing employers, universities, unions, etc. to take race into account in hiring, admitting, promoting individuals, under two conditions. Action must aim to rectify specific historic racial injury, and for a public purpose sufficient to justify breaching the colour-blind rule, the equal protection guaranteed by the Constitution's 14th amendment. Katznelson thinks that the disadvantages blacks suffered in the 1930s and 1940s, the obverse of a massive preferential resource distribution to whites, count as injuries which can be redressed, and count as racial because Congress excluded African-Americans deliberately, directly or indirectly, as its southern members...
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...person may struggle with whether disclosing his condition may interfere with his work in the future. He may believe that it is better to disclose this, rather than take a chance that he will be let go in the future, if the condition worsens. An third ethical consideration is a manager may struggle with making a hiring decision, knowing the candidate has the right to suitable employment that is fulfilling to him and at the same time, benefits the organization, at least for the time being. If he chooses not to hire the top pick, based on this information, he may feel he is being unfair. Ethics plays a very important role during the recruitment of new employees. Law and regulations dictate that we have to be ethical in hiring. It is importance that candidates are to be selected based on merits. Applicants are to be hired based purely on merits such as knowledge, skills, and ability in accordance to the needs of the organization. If a company provides any special considerations, for example affirmative action, where certain groups are given special considerations, these considerations should be well stated in the company's policy statement. In any case, any preferential treatment should be one that is legally...
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...Affirmative Action Affirmative action: these words mean different things to different people. To some, it is seen as a way to make the playing field equal. While others feel it is a tool used to cause reverse discrimination and continues prejudices. Affirmative action was introduced at a time when our country was trying to furnish equality for all. This was only supposed to temporary to bring equality into the areas that it was lacking. Four decades later, the temporary solution is still used and has in the most part failed to bring out the intended equality. Affirmative action does not properly address past racial discrimination. Instead, it contributes to the racial animosity in our country as the focus of hiring employees is not because of the abilities the candidates possess but for the sake of filling a quota. Affirmative action was created during the liberal age of Lyndon B. Johnson’s presidency. Executive order 11246 was fully formed on September 24th, 1965. This executive order set up a division in the Labor Department to monitor affirmative action more closely than the staff at the White House could control(Lemann, 1995, p.144). The initial order was only written to resolve racial discrimination, gender discrimination was put into the order at a later date. (Lemann) Affirmative Action has continued prejudices between the American people. It is unfair to the majority group for the government to correct past prejudice by using discrimination. Discriminating against...
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