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Hrm Week Three

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HRM 300 Employment Laws Chart

Complete the chart below using information from the weekly readings and additional research if necessary.

| | |Court Case Influential to | | |
| |Description and Requirement of Law |Establishment of Law |Importance of Law |Workplace Application |
|Employment Law | | | | |
| |Prohibits discrimination in hiring, |Jones v. Mayer Co (1968) |The law is important because it gives |This law prohibits discrimination in |
|Civil Rights Act of 1964 |compensation, terms, conditions or |The court held in this case that |individuals equal rights. The law |hiring. |
| |privileges of employment based on |federal law bars all racial |makes sure everyone is being treated | |
| |race, religion, color, sex, or |discrimination, in sale or rental of |fairly and it ensures no one has more | |
| |national origin (DeCenzo, Robbins, |property |rights than another person. | |
| |2007). |(Civil Rights, 2013). | | |
| |An amendment passed to enforce powers |Hill v. Pine Bluff |This law is important because it |This law assures that every employee |
|Equal Employment Opportunity Act |to the Equal Employment Opportunity |Female employee who did not get salary|supports fairness in the workplace for|be treated fairly in the workforce and|
| |commission (Decenzo, Robbins, 2007). |of retired workers lacks bias claim |people with different sex, race, |is responsible in making sure they |
| | |(Federal Equal Employment Opportunity |color, religion, or national origin. |have equal employment opportunities. |
| | |Laws, Cases, and Resources, 2012). | | |
| |Enforced by EEOC, the law prohibits |Corning Class Works v. Brennan 1974 |This law is important because it makes|The law make assures that the |
|Equal Pay Act |sex-based wage discrimination between |Ruled that employers cannot justify |sure if you are doing the same job you|workplace is fair to it’s employees |
| |men and women in the same workplace |paying women lower wages because that |should get paid the same. It should be|and being treated base on ethics when |
| |with the same job (The Equal Pay Act |is what the traditionally received |equal. |it is dealing with the job. |
| |of 1963, n.d.). |undergoing market rate is. | | |
| | | | | |
| | |(The Wage Gap, 2013) | | |
| |Protects employees 40-70 years of age |Western Air Lines v. Criswell |The importance of the law is for older|The law makes sure individuals are not|
|Age Discrimination in Employment Act |from discrimination (DeCenzo, Robbins,|Members of the flight crew at Western |age individuals who still can work, |discriminated on at their jobs because|
|of 1967 |2007). |to retire at 60 |get an opportunity to have a job. |of their ages and gives them |
| | |(Age Discrimination, 2005). | |employment if possible. |
| |Prohibits discrimination against an |Bragdon v. Abbott |The importance of the law is to give |In the workplace if an individual is |
|Americans with Disabilities Act of |essentially qualified individual, and |Abbott a plaintiff who is HIV positive|privileges to individuals with |disable but qualified he or she should|
|1990 |requires enterprises to reasonably |is denied service by a dentist |disabilities because they are the same|be able to be employed. |
| |accommodate individuals (DeCenzo, |(Rothstein,1998). |as everyone else. | |
| |Robbins, 2007). | | | |
| |Reinstates burden of proof by |Shaw v. Reno (1993) |The importance of this law is to make |The workplace application is to make |
|Civil Rights Act of 1991 |employer. Allow for punitive and |Court called into question legislative|civil rights stricter for the well- |sure employees or people seeking to be|
| |compensatory damages through jury |redistricting plans that create |being of minorities. |employed are treated fairly. |
| |trial (DeCenzo, Robbins, 2007). |districts likely to elect a member of | | |
| |. |a minority group (Key Supreme Court | | |
| | |Cases for Civil Rights, 2013). | | |
| |Permits employees in organizations of |Ragsdale v. Wolverine World Wide Inc. |The importance of this law is to look |The workplace application is to |
|Family and Medical Leave Act (FMLA) of|50 or more workers to take up to 12 |The court considered the validity of a|out for the employees and their family|continue to give individuals |
|1993 |weeks of unpaid leave for family or |FMLA regulation which provided that if|at the time of leave while they still |employment in the need of a serious |
| |medical reason each year (DeCenzo, |an employee takes paid or unpaid leave|keep their jobs. |condition. |
| |Robbins, 2007). |and the employee does not designate | | |
| | |the leave as FMLA, the leave would not| | |
| | |count against the employee’s FMLA | | |
| | |entitlement. (Shimabukuro, 2005). | | |
| | | | | |
| | | | | |
| | | | | |
| |Requires federal government agencies |Clarkson v. Internal Revenue |The importance of the law is to give |In the workplace employers have the |
|Privacy Act of 1974 |to make available information in an |Service(1982) |individuals privacy. |right to look over employees but at |
| |individual’s personnel file (DeCenzo, |The IRS improperly maintained records | |the same time give them privacy. |
| |Robbins, 2007). |regarding the exercise of the | | |
| | |plaintiff’s first amendment right (The| | |
| | |Privacy Act of 1974, n.d.). | | |
| |Requires specific government-related |The Drug Free Workplace v. Medical |The importance of this law is to make |The workplace application is to make a|
|Drug-Free Workplace Act of 1988 |groups to ensure that their workplace |Marijuana. |sure no one get hurt or hurt others on|safer and more productive |
| |is drug-free (DeCenzo, Robbins, 2007).|2008 supreme court ruling in |the job by using drugs. |organization. |
| | |California, involving systems | | |
| | |administrator who was fired for using | | |
| | |medical marijuana (The Drug-Free | | |
| | |workplace vs. Medical Marijuana, | | |
| | |2010). | | |
| |Prohibits the use of lie detectors in |Harmon v. CB Squared Services, Inc. |The importance of the law is because |The workplace application is to give |
|Polygraph Protection Act of 1988 |screening all jobs applicants |After a year and 4 month working for |the test are not important and could |employees more trust and privacy. |
| |(DeCenzo, Robbins, 2007). |the company he was asked to take a |cause conflict in an organization. | |
| | |polygraph examination (Onder, 2009). | | |
| |Specifies for employers notification |United Food Workers v. Brown Group |The importance of the law is for |The work application is to have |
|Worker Adjustment and Retraining |requirements when closing down a plant|Inc. |employers to give notice to employees |employees informed about lay-offs or |
|Notification Act (WARN) of 1988 |or laying off large numbers of workers|Filed suit alleging that Brown Group |so that they can be ready for lay off.|closings so they can find other |
| |(DeCenzo, Robbins, 2007). |began laying off workers without | |employment. |
| | |notice (Oyez, 2011). | | |


Age Discrimination. (2005). Retrieved from
Civil Rights: U.S. Supreme Court Decisions. (2013). Retrieved from
Federal Equal Employment Opportunity Laws, Cases, and Resources. (2012). Retrieved from
Key Supreme Court Cases for Civil Rights. (2013). Retrieved from
Onder, A. (2009). Recent Case Law Under the Employee. Retrieved from
Oyez. (2011). Retrieved from
Rothstein, L.F. (1998). Health Law & Policy Institute . Retrieved from
Shimabukuro, J.O. (2005). CRS Report for Congress. Retrieved from
The Drug-Free Workplace vs. Medical Marijuana . (2010). Retrieved from
The Equal Pay Act of 1963. (n.d.). Retrieved from
The Privacy Act of 1974. (n.d.). Retrieved from
The Wage Gap. (2013). Retrieved from

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