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Kelton

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Affirmative Action kelton Smith
MGT/434
June 20, 2014

Affirmative Action
Affirmative action remains a program or policy that takes measures actively to ensure, concerns for general education, equal opportunities, parliament or government seats, and employment (United States Department of Labor, 2002). The initial policies proved intended for helping blacks began fairly, but evolved into more for every American (Bennett-Alexander & Hartman, 2012, p. 272). The author will elaborate on why organizations remain subjects to affirmative action. The author will also explain what the plans require of employers, and list in detail what happens if the goals of the affirmative action plan remain unaccomplished.
The Affirmative Action Plan
The requisites of laws, regulations, rules, and court cases that mandate affirmative action and nondiscrimination, which agencies must plenarily meet in particular situations present as compliance. An EEO-1 annual report is required from private organizations that house 100 or more workers and with federal contract regimes of $50,000 and 50 workers or more for federal contractors (Bennett-Alexander & Hartman, 2012, p. 242). The process helps to provide a head count of the organizations workforce in categories of job, gender, race, and ethnicity. In addition, the process will also help eliminate discriminating and treatment toward groups or persons based on sex, race, or protected classes illegally. Disparate impact and disparate treatment remain the two forms of discrimination (FindLaw, 2014).
Disparate impact has a greater effect negatively on protected class members than others. A disparate treatment is unfair treatment because of an individual's protected-class, disability, sex, or race (FindLaw, 2014). For example, to recruit women, covered veterans, minorities who prove advanced and qualified, and individuals with...

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