...religion, sex, origin, genetics, or pregnancy (EEOC, n.d.). It is also illegal for employers to discrimination against an employee because they have complained about discrimination, filed a charge, or is currently involved in a workplace discrimination investigation (EEOC, n.d.). Employers with at least 15 employees as...
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...we as a society still need Affirmative Action? Affirmative Action is an action or policy that ensures steps are taken for the purpose of eliminating the present effects of past discrimination (Dressler, 2013). Discrimination is one of the biggest problems people face in the workplace and it must be dealt with forcefully. Affirmative action also ensures that qualified individuals have equal access to opportunities, are given a fair chance to contribute their talents and abilities and ultimately have a positive impact on all members of our society. The main reason that we as a society still need affirmative action is that discrimination still exists. Discrimination is prejudice in action which takes specific actions toward or against the person based on a person’s group (Dressler, 2013). Affirmative action has a critical connection to creating diversity in our workforce and in our educational institutions across the nation. Affirmative action programs have encouraged women to enter traditionally male-dominated fields with higher salaries and provide other ethnicities with access to educational & professional opportunities they would otherwise have been denied despite their qualifications. Even though there have been great improvements in opportunities for women and a person of color, discrimination is a subject fought daily. On the other hand, there’s a widespread perception that minority students have an easier time of getting into school. Although we have made significant...
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...legislation, anti-discrimination legislation and managing diversity approaches. Discuss. Equality is the complicated theory to explain because of the wide variety of meaning attached to concept. Depends on the article of Jewson and Mason’s (1986), they express the equality in liberal and radical approach. In the liberal view, equal opportunity, this exists when all individuals are freely able to compete for social rewards. As Webb (1977) said, the liberal approach which is according to a belief in the rights of the individual to universally possible standards of justice and citizenship. The emphasis is on the individual, for example job selection should be focus on the merit of individual which performs fairly. On the other hand, the radical approach is to achieve not only the equal opportunity, but also the equal outcome. Compare to liberal approach, the focus of the radical approach is not on individuals, but on groups. “The ideal of the radical approach is a situation where every workforce is representative of all the social groups available to it” (Kaler, 2001: 53). For instance, although individual who is the group representative, the principle of selection will not choose the merit alone. To conclude, equality can be theorized in liberal and radical approach. Regard to the complicated conception of equality, to get the equal opportunity in employment which also is a complex and huge progress. It requires a mix of affirmative action legislation, anti-discrimination legislation...
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...Employment Opportunity Laws 4 Affirmative Action 6 Effects of EEO and AA on Women Sports 7 Effects on EEO and AA on women playing sports 7 Effects of EEO and AA on women coaching sports 9 Effects of EEO and AA on women in administration………………...11 Section III. Summary and Conclusions 14 References ............... 17 INTRODUCTION Women in sports have indeed come a long way. Years ago it was socially unacceptable for women to do anything other than cook and clean. Men dominated the work place and the sports industry. But eventually women got fed up with being treated less significant than their male counterparts and began protesting. Not until the mid-1950s and early 1960s did nondiscriminatory employment become a strong social concern (Bohlander & Snell, 2004). While women were just beginning to make a name for themselves, the government began regulating Equal Employment Opportunity (EEO) by passing a series of laws, in an attempt to correct social problems of interest to particular groups of workers, including women. EEO laws have made a major impact on women in all industries, but especially on women in sports. While EEO laws focused on non-discrimination, affirmative action went beyond providing equal employment opportunity. Affirmative action (AA) required employers to become proactive and develop a plan to correct areas of past discrimination (Bohlander & Snell, 2004). However, both EEO laws and AA have paved the way for women to not only play...
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...Assess the importance of diversity management, conflict resolution and EEO legislation, focusing on the importance of productive diversity in the service industry. Diversity is the way in which people differ from each other in regards to; gender, age, language, ethnicity, cultural background, sexual orientation, religious beliefs, family responsibilities, disabilities, life experiences, educational background, work experience, marital status and personality (Study Guide, 2011, pg. 52). Diversity in the workplace can be a great strength for an organisation if managed effectively if management make good use of each individual’s values. In order for diversity to be managed effectively and used to the organisations advantage, people-management strategies need to be put in place in order to allow for these differences and allow for people to grow upon them in the organisations favour. Being open to each individuals differences, allows for new ideas to come to light and to be welcoming of different ways of going about tasks. There can however, be issues that arise such as legal implications in regards to discrimination. Discrimination can occur via both indirect and direct means. This is corrected via legislations against the illegal mistreatment and discrimination of employees. Equal Employment Opportunities (EEO) legislations were introduced in order to free all workplaces of discrimination and harassment. Equality and diversity can be thought of in terms of legal aspects, ethical...
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...effective utilization and maximum development of human resources. Along with these responsibilities the human resources department also have regulations they have to follow such as the Equal Opportunity Commission (EEOC). This commission established on July 2, 1965, and is listed under the Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967 (ADEA),[7] the Rehabilitation Act of 1973, the Americans with Disabilities Act (ADA) of 1990, and the ADA Amendments Act of 2008.The U.S. 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. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered by these laws. The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and...
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...SUBJECT: Discrimination and Power CONDITION: Classroom environment STANDARD: 1. Define Discrimination. 2. Explain the Characteristic of Discrimination. 3. Explain Related Causes of Discrimination Behaviors. 4. Define Racism and Sexism. 5. Define Prejudice. 6. Explain power, and its Relationship to Discrimination. TYPE OF INSTRUCTION: Small Group Discussion TIME OF INSTRUCTION: 1.5 Hours NOTE: Near the end of this block is Practical Exercise #1. The purpose of this exercise is to allow soldiers the chance to think about and make decisions about what constitutes examples of prejudice, racism, sexism and discrimination by selecting various behaviors and categorizing them. You should have enough copies of the exercise for each student. If you wish - depending upon group size - you may want to break them into groups and allow the groups to work together. The Star Power Exercise is also recommended to reinforce this block of instruction. You should plan on allowing three hours for this exercise. If you do not possess the Star Power exercise, then you should find another exercise that will demonstrate the concept of power to your students. You may find a suitable video or film at your local TASC that would demonstrate the principles of power or the abuse of power that would serve well. However, Star Power is strongly recommended as the best means to reinforce this block of instruction to the group. LEAD-IN: Hopefully, blatant...
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...happened. 2) Equal Employment Opportunity (EEO) * All individuals should have equal treatment in all employment-related actions. Discrimination * “Recognizing differences among items or people.” Protected Category * A group identified for protection under EEO laws and regulations. •Race, color • gender • Age •Disability • Religion • Sexual orientation 3) Illegal employment discrimination: Protect category: Disparate treatment: Occurs when members of group are treated differently from others. * Occurs in employment-related situations when either: * Different standards are used to judge different individuals, or the same standard is used, but it is not related to the individuals’ jobs. Disparate impact: occurs when members of a protected category are substantially underrepresented as a result of employment decision work to their disadvantage. 4) EEO Concepts: Business necessity is a practice necessary for safe and efficient organizational operations. Job relatedness is employers are expected to use job- related employment practice BFOQs is characteristic providing a legitimate reason why an employer can exclude persons on otherwise illegal base of consideration. Burden of prove: what individual who file suit against employers must prove in order to establish that illegal base of consideration has occurred * When employee want file a suit for illegal discrimination, he or she must prove * Be a member of...
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...Employee Rights Review HRM/300 C******* ****** June 4, 2015 Mr. M****** S******** Summary Equal Employment Opportunity laws are in place to prohibit any job discrimination in any workplace. In The Department of Labor they have two agencies that deal with EEO monitoring and enforcement, one agency is the Civil Rights Center and the other is Office of Federal Contract Compliance. For the rights of employees the federal, state and regulations protect them. Any employee is protected under few of these federal laws, that team C will be going over. First will touch base on Age Discrimination in Employment Act of 1978, Family and Medical Leave Act 1993, and Employee Monitoring. * Age Discrimination in Employment Act of 1978 * Enacted to protect employees ages 40 to 65 from discrimination. In 1986 amended to eliminate the upper age limit altogether (DeCenzo & Robbins, 2007) * Congress decided to pass the ADEA because of an oversight about the older working force, there was a case in 2008 Gomez v. Potter that allowed federal workers who experienced retaliation for filing a claim based on the law to sue the company for damages. * Family and Medical Leave Act * There was no case that established...
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...It has come to my attention that there are no affirmative action policies in place within your company. With today’s workforce becoming increasingly diverse through a wide variety of ways, it is important to follow Equal Employment Opportunity (EEO) laws and values. Already accomplishing a steady progression, EEO can be taken a step further in the right direction. Affirmative action is that step. Affirmative action supports minority representation in the workforce and does not support reverse discrimination as some may say (Bohlander & Snell, 2006). Not only is affirmative action in compliance with EEO laws, but it is also just plain good for business. For this reason, I urge this company’s board of directors to implement affirmative action policies. Affirmative action has much to do with forming a balanced workforce (Bohlander & Snell, 2006). Diversity is the key to that balance. By analyzing your workforce to see how diverse it actually is, you can produce a strategy to correct areas of past discrimination (Bohlander & Snell, 2006). Previous discrimination not only in this company, but throughout the entire United States, can be offset by forming an action plan now and for the future (Messerli, 2010). Implementing affirmative action policies now can ensure a less discriminatory future for protected classes. As previously stated, diversity is the key. Companies who put time and effort into recruiting, selecting, training, and promoting members of protected classes have the...
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...Human Resources/Legal Environment MGMT 634 June 30, 2013 Abstract In every company, the ramifications of conducting unethical workplace standards according the “Equal Employment Opportunity” (EEO) whether there exist a human resource department (HR) or not, there exist a legal environment given people are interacting with one another within the workplace. The majority of companies in existence desire that everyone (employees and non-employees) will work together as a team, providing efficient and productive work ethics that will lead to future profit, lesser loss runs (accidents), and generate a safe workplace environment. Nonetheless, conflict develop between personalities, especially when inappropriate behaviors reminiscent of sexual harassment, gender, sex, and color discrimination develops and/or is present in the workplace. Human Resources personnel have a huge responsibility to address the legal issues as soon as they occur. HR should eliminate any type or forms of discrimination as they are damaging, demeaning and have led to many consequences such as legal lawsuits. Legal lawsuits surrounding an employers failure to provide an “Equal Employment Opportunity ” workplace environment has led to devastating financial losses for companies who refuse to adhere or address their pre-existing legal environment that exist in every company. Human Resources and the Legal Environment The Human Resource Department (HR) within the organization where I serve as...
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...organization. An example of this is the Affirmative Action of Equal Employment Opportunity (EEO). In this paper the reading will discuss EEO and Health Insurance Portability and Accountability Act of 1996 (HIPAA), and the impact it has on the population as a whole, it is meant to protect the general public, promote the common good when dealing with health care and review arguments used to support solutions as well as review ethical, and legal issues that need to be reported regarding administrative issues. I will also address managerial responsibilities related to administrative ethical issues as well as identify a proposed solution. The EEO according to the Unites States Department of Labor (2009) is an independent federal agency that was developed to promote equal opportunity within an organization through administrative and judicial enforcement of federal civil rights laws through technical assistance as well as education to the working public on how to utilize the program. EEO laws were also created to allow Human Resources (HR) professionals the ability to hire qualified staff members through the process of conducting in depth interviews of applicants before selecting the best qualified individual to fit the job requirements without discriminating any possible candidates that are applying for said position. Affirmative action is a part of the plan that prevents organizations from discrimination that may involve the candidates sex, religion, creed, race, and was developed as systematic...
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...engage in activities such as recruiting, selecting, testing, planning and conducting training programs, and hearing employee concerns and complaints. They also propose and draft new policies or policy revisions to cover recurring problems or to prevent anticipated problems. As a HR manager you must listen to the employees’ concerns and represent their needs to managers. Economic disparity in the U.S was at one time extremely bad in which the government had to take action. This is when the government came introduced The Equal Employment Opportunity Act (EEO). There are major federal laws that attempt to correct social problems of the protected classes. A protected class is individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on EEO. Some of the laws are equal pay act of 1963, civil rights act of 1964, age discrimination in employment act of 1967, EEO act of 1972, pregnancy...
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...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 agencies covered under Title VII of the Civil Rights Act of 1964. Federal laws for workplace and employee discrimination are enforced by several federal agencies. Employees may not be aware of their...
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...to set and maintain stringent guidelines to ensure the safety and working comfort of its employees. These guidelines need to be in accordance with state and federal mandates and have appropriate consequences attached to their infractions. Additionally, employees need a safe and non-retaliatory means of submitting infractions for investigation. If, as a company, we provide clear guidelines, appropriate penalties, and straight forward methods of filing complaints, we can foster a productive, safe, and comfortable working environment for all of our employees. Harassment Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin; and Title I and Title V of the Americans with Disabilities Act of 1990, which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; tell us how a company must conduct itself in the form of hiring practice (U.S. Equal Employment Opportunity Commission, 2009). However, these Titles can also help a company shape anti-harassment policies. Any discriminatory or harassing remarks made about any of these topics should fall within the outline of harassment. Pomodoro must strictly prohibit all forms of workplace harassment. An employee’s words, actions or behavior must not create an intimidating, hostile or offensive environment. (Rutter, 1997,...
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