Employment Equity

As with all forms of employment, it is now important to keep up to date with the relevant legislation and codes of practice so as to ensure that you are

During the last part of this century, businesses and organizations have heavily relied on affirmative actions laws to ensure equal employment opportunities. The failure of this dependence upon legislation is that is doesn't address the full spectrum of diversity in the workplace (6). Affirmative actions laws have limitations, discriminating against people holding protected-class status such as women, African Americans, Hispanic Americans, Asian Americans,

Prevent discrimination: support equality – This sector of the act explains where discrimination is most likely to occur in the workplace and how to stop it happening

* Equal opportunities – this sets out how the organisation ensures there is no discrimination in the work place

There are five areas an employer can control to ensure compliance with The FLSA to avoid claims. Firstly, it is utterly important to educate the managers on FLSA. Knowledge is power and therefore would be advantageous to managers. This also includes facilitating managers in understanding the importance of accurate timekeeping, record retention and employee classification (SHRM, 2012). This will make managers aware of their part in ensuring employer compliance. On a more specific level, employee classification is vital. Compliance evolves around proper classification of exempt and nonexempt employees based on FLSA provisions. Since there is no cut and dry rule on an employee who is covered by FLSA. It is also important to maintain updated employee records (SHRM, 2012). Information such as identity and work hours and wage information are not only mandated by FLSA but will also keep the employer in compliance. And lastly, as some major check points, double check that non-exempt employees are being compensated for all hours worked. Also ensure that any overtime is paid at one and one half times their base salary. Verify that employees are performing their jobs as assigned and working the hours designated by their supervisor.

Affirmative action is an in-company program designed to remedy current and future inequities in employment of minorities. EEO legislation was designed to protect minority groups of any definition from discrimination.

Affirmative action is an action taken by an organization to select on the basis of race, gender, or ethnicity by giving due preferences to minorities like women and races being not adequately represented under the existing employment. To make the presentation of all these compositions almost equal in proportion to do away the injustice done in the past. The Supreme Company need to design an affirmative action program in the light of recent Supreme Court judgment passed in favor of affirmative actions to be adopted by various companies.

What is affirmative action actually? According to The American Heritage College Dictionary, the term affirmative action refers to a policy or program that seeks to redress past discrimination by increasing opportunities for underrepresented groups. In 1954 the Supreme Court decided in the case of Brown v. Board of Education that segregating schooling based upon race was unconstitutional. The Supreme Court rejected the older doctrine that stated that separate but equal institutions were legally acceptable (Shaw and Berry, 416). The decision by the Supreme Court to eliminate

(Goldman, 1976, p. 181) An affirmative action program is a management tool designed to ensure equal employment opportunity. A central premise underlying affirmative action is that, absent discrimination, over time a contractor's workforce, generally, will reflect the gender, racial and ethnic profile of the labour pools from which the contractor recruits and selects.

Affirmative action is reverse discrimination and is morally not right or fair. America has come a long way trying to make life equal for all U.S citizens not based on race, color, sex, age, national origin, religion, mental or physical disabilities; and affirmative action is doing just the opposite.

Affirmative action procedures are those in which institutions becoming involved in measures to improve opportunities for ancient excluded groups in the American community. Most of these procedures focus on education and employment. In business, affirmative actions can be used to refer to policies which provide opportunities for minority groups in the community such as women and the youth (Fisal et al., 2018). This concept is an outcome of the Civil Rights Movement in the twentieth century, who had the intention of creating equal opportunities for individuals in the minority group in employment.

The aim of this Assessment is to demonstrate an understanding of employment regulation and how it is enforced. Other areas covered include; how to manage recruitment, manage issues relating to pay and working time lawfully and how to ensure that staff are treated lawfully when they at work. Finally it will cover managing performance and disciplinary matters lawfully.

Relevant current local employment law and discrimination law. Knows what the organisation needs to do to mitigate risk and

one of the most important and complicated dilemmas of human philosophy: how do we choose

Disciplinary rules and procedures are important in a workplace to set out the boundaries of acceptable conduct and satisfactory performance, and to ensure fair and equal treatment of all employees. Since 1977 there has been a Code of Practice on disciplinary practice and procedures issued by ACAS. A revised version of the ACAS Code of Practice on Disciplinary and Grievance Procedures came into effect on 6 April 2009. The Code must be taken into account by an Employment Tribunal in situations to which it applies.