Employee Handbook Non-Discrimination

With respects to prevention it is imperative to the legal materials than it is to looking at solving complications after the fact for one’s that are existing. Preventive measures (PM) are a better alternative than trying to fix complications. When establishments do not take the Equal Employment Opportunity (EEO) laws seriously, and they do not have any preventive measures to stop things that can lead to legal actions they will always have a problematic and a less than efficient establishment.

Legislation by state and federal arms of government has made discrimination in workplaces illegal. This piece of legislation goes further to stipulate the rights and responsibilities of both the subordinates and their employers in the workplace. This legislation aims to bring sanity in the workplace by ensuring that both groups are accountable.

Equal opportunities - These policies are set out to say how employees should be treated in

The United States Supreme Court, as well as federal district and state courts, defines employee rights and an employer’s liability for employment law violations. Treatment on the job, including hiring, firing, and promotions, must be based on qualifications and merit and not on race, gender, age, sexual preference or how one responds to sexual advances. Yet despite these laws and policies, many employees continue to suffer from workplace harassment and employment discrimination.

Within my workplace the Equality and Diversity Policy / Code of Conduct is thought of as pivotal to the firm. Great pride is taken in the fact the firm have such a comprehensive

Courts are very careful to only allow very narrow exceptions to the general prohibition of discrimination against a protected status, and in the case of race there is no exception in case law. The most common exceptions are generally crafted for religion and gender. As an employer, you

It is the policy of where i work to treat all job applicants and employees fairly and equally, regardless of their sex, trans-gender status, sexual orientation, religion or belief, marital status, civil partnership status, age or perceived age, race, colour, nationality, national origins, ethnic origin or disability. Through our policy and procedure and the training and development of managers and staff, the company will do all it can to promote good practice in this area in order to eliminate discrimination or harassment so far as is

Mr. Vicks, with all due respect, the Title VII of the Civil Rights Act was passed due to racial discrimination. As an organization, we are prohibited from making hiring decisions based on age; color; disability; genetic information; marital status; national origin; pregnancy; race; religion and sexual orientation (Mathis, 2017). Not to mention, if the applicant or employee can prove that they were denied employment or promotion based on their race, they can present a disparate treatment claim with EEOC, especially if he or she had the qualifications.

Business environments today display diversity, a numerical composition that reflects different kinds of people, such as men and women of different ethnic origins, educational experiences, and professional backgrounds (Beamish, Morrison, Inkpen, & Rosenzweig, 2003). A vast amount of organizations are emulating a diverse workforce. Fair treatment of employees is the responsibility of the human resource management team within a firm. Footsteps of past generations are the facilitating mechanism allowing today’s generation to participate in a safe and fair workplace. Specific rules and regulations assist in equal employment opportunities for every employee. The Equal Employment

This gives the employees a level ground for all to work in since no one, after coming from work, can be prejudiced by the people around him or her. In addition, the society can give a chance to voice the people who are treated badly and try to be understood. If I were the CEO, I would implement policies like training. This will ensure that all the workers are familiar with discrimination laws. Another policy I would put up is like sticking to the job requirement when hiring. It ensures that the person working is equipped with the right requirements and was not chosen on the basis of any other factor except the job requirements. It also protects the company from discrimination lawsuits, (Osborne,

For job advertisements, the EEOC has said it is illegal to publish an advertisement for a job that shows a preference for or discourages someone from applying for a job because of race, religion, excreta. When recruiting it is illegal to recruit new employees in a way that discriminates against them. It is illegal for an employer to discriminate against an employee when it comes to wages and benefits. When it comes to employees with disabilities, the employer must make reasonable accommodations for the employee, unless it causes excessive expense or burden on the business. It is always illegal to harass employees based on religion, sex, color, race, and etcetera. When it comes to an employment application, employers are not allowed to ask questions regarding, race, height and weight, financial information, religious affiliation, marital status, and any medical questions, unless it would interfere with properly doing the

In a perfect world, people would be equal in rights, opportunities, and responsibilities, despite their race or gender. In the world we live in, however, we always face all kinds of neglect based on different attributes. All over the United States, certain people treat others with prejudice because of particular features they possess. Unfortunately, prejudice and discrimination occur even in places which, by definition, should be free of all personal prejudices – specifically, in offices and other business surroundings. This tragedy is called workplace discrimination; not every unfair behavior at work, however, can be assessed as discrimination. Discrimination in the workplace happens when an employee experiences unfair treatment due to their race, gender, age, religion, marital status, national origin, disability or veteran status, or other characteristics. Discrimination is one of the largest issues people face in the workplace and it must be dealt with. The U.S. have laws and regulations on discrimination but it still often occurs. Workplace discrimination appears in hiring, training, promotion, firing, and other institutional or interpersonal treatment. Discrimination sometimes causes an employee to leave or quit the workplace, resign from a position, or in more severe cases, to commit suicide or act violently against the discriminators. Discrimination is one of the largest issues many people face in the workplace.

“Train your managers in the implementation of the anti-discrimination policy with the expectation that prevention is their responsibility” (Heathfield, 2012).

Racial discrimination can occur in any workplace to any minority. Whether it’s at a white collar job in corporate, or a blue collar job in construction, it can happen literally anywhere. As people become more educated and learn more in this life, their political views usually do not change. A lot of people sometimes would not mind giving up their jobs to express their racial and political beliefs.

According to “Civil Rights Act of 1964", under Title 7, there is the nation’s prime civil rights legislation, which is Civil Right Act of 1964, and the act prohibits employers from any kinds of discrimination toward applicants on the basis of race, sex, religion, color, and national origin. The act basically protects all the citizens from workplace discrimination and prove that the citizens should have same equal rights regardless their race, sex, or religion. Especially, the act is important because it is a fundamental policy that keep citizens safe in the