Equal Employment Opportunity Commission (APA)

Act immediately when someone complains about sexual harassment; discipline the offender at once, if charges are supported by investigation, stress a no-tolerance policy. It should be enforced by doing a test

The Equal Employment Opportunity Commission (EEOC) is the federal agency charged with the enforcement of Title VII of the Civil Rights Act of 1964,1 the Americans with Disabilities Act,2 and the Age Discrimination in Employment Act.3 Five commissioners appointed by the President and confirmed by the Senate govern the EEOC. Each commissioner serves a five-year term, and no more than three commissioners can be from the same political party.4

Throughout the U.S. Equal Employment Opportunity Commission's (EEOC) 50 years of existence they have maintained focus on eliminating illegal discrimination from the workplace. President Franklin D. Roosevelt signed the order 8802 which prohibits companies under government contracts from joining in employment discrimination because of color, race, or national origin. This order was signed on the eve of WWII which was in June of 1941. This was the first presidential action was even taken to keep employment discrimination from happening by private companies that held government contracts. Dr Martin Luther King JR. selected Birmingham, Alabama as the location to continue advocating for civil rights. In April of 1963 local law enforcement attacked

The equal employment opportunity legislation, especially Title VII, Civil Rights Acts, were necessary actions to desegregate our country. Without them it would have taken years longer to integrate the American workforce. Today I think equal employment opportunity laws are taken for granted. Some people use them to benefit themselves instead for the greater use of mankind. I work for Outback Steakhouse for 12 years from a busser to FOH manager. After being promoted from kitchen manager to FOH manager in 2009 Outback Steakhouse was hit with a suit for being sex bias against women. To show improvement they encourage female employees to join management. I witness females getting promoted to positions in months that took me years. To top

The Equal Employment Opportunities Commission (EEOC) is in charge of implementing government laws such as Title VII of the Civil Rights Act, 1964 and Title I of the Americans with Disabilities Act of 1990 (ADA), which make it unlawful to oppress an occupation candidate or a worker in light of the individual 's race, color, religion, sex, national origin, age, disability or hereditary data. (US Equal Employment Opportunities Commission, 2015) The laws apply to a wide range of work circumstances, including contracting, terminating, advancements, harassment, training, wages, and benefits. Businesses with no less than 15 representatives are secured by EEOC laws, and additionally most worker 's unions and business agencies are likewise secured. The EEOC has the power to examine charges of oppression against business employers who are secured by the law. Their part is to survey the claims in the charge and make a finding based on the results of their investigation. If discrimination has happened, they attempt to settle the charge. If still they are not effective, they have the power to file a suit to ensure the people’s rights. (US Equal Employment Opportunities Commission, 2015)

In the past, a number of measures have been put in place so as to ensure that employees are protected against any form of discrimination. This text concerns itself with a typical discrimination complaint and the civil litigation process the same would follow. In so doing, the paper will amongst other things also highlight the Equal Employment Opportunity Commission (EEOC) process.

Employee selection tests are intended to offer employers with an insight into whether or not the potential employee can handle the stress of the job as well as their capacity to work with others. Employees believed that personality and psychological assessments can help to predict

This act is much like the ADA, the only difference is that the Rehabilitation Act is that it focuses on the federal government. “The Rehabilitation Act of 1973 was the first “rights” legislation to prohibit discrimination against people with disabilities. However, this law applied to programs conducted by Federal agencies, those receiving federal funds, such as colleges participating in federal student loan programs, Federal employment, and employment practices of businesses with federal contracts” (The Rehabilitation Act of 1973, 2011). Section 501 demands affirmative action and bans discrimination in employment by Federal agencies. Section 505 includes steps managing solutions and attorney's expenditures under Section 501 (The Rehabilitation Act of 1973, 2011).

The United States Equal Employment Opportunity Law as stated on Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. According to the case study, Doohickeys U Need Inc. is evidently violating the labor law by not providing its employees equal employment opportunities for promotions, hiring, discharge, fringe benefits, and job training, allowing management to create an environment of discrimination motivated advances based on race and gender. As a

not worked.” This research also noted, “these programs often induce ironic negative effects (such as reactance or backlash) by implying that participants are

For many years, test-score banding has been a prevalent topic among researchers and a method many organizations have relied on as a tool to select applicants. While many researchers have negated the use of banding, specifically SED banding, as an accurate selection procedure, other researchers have supported the method through statistically based evidence and other factors contributing to the idea others have on banding being a poor selection measure. Furthermore, the extensive use of banding throughout organizations and the reasoning behind the use, regardless of the critiques, strengthens the argument that banding is a valid and useful selection procedure.

While many different business use some form of assessments before considering a potential employee for employment, are they really necessary; and if so why? Also, what consequences could one face if they refused to take these test, and how would it affect the business; would it be a positive or negative effect? As we’re all aware when applying for that perfect dream job we know that most business require some form of an assessment, or personality test to see what the future hold for their business; before making a final determination on their selected candidates to fill their open positions. However, some of the test they require to some people may be just invasion of the constitutional rights, or even possibly determined to be a form of discrimination; because the test may prevent some people from landing that job that they are most qualified for from the start. However, it’s a way for companies to weed out those employees that may turn out to be a mismatch to what the company’s qualifications, and skills requirement are to move their business in the direction of success. This is why so

The Equal Opportunities Commission Code of Practice was published in 1975 which provides useful guidance to prevent employees from sex discrimination. It is said that gender equality not only concerned economic empowerment but also involved the moral imperative about fairness and equity. According to the official data, it is still obvious male-led in most large multinational enterprises in China. Women on corporate boards represent only 10–15 percent (Organisation for Economic Cooperation and Development [OECD], 2008; Terjesen & Singh, 2008). Under the complex environment multinational enterprises in China, it is necessary to develop the competitive advantage of gender diversity and introduce a fair condition for female employees in order

Personnel selection is the systematic placement of individuals into jobs. The process of selection follows a methodology to gather information about an applicant in order to determine if the applicant can meet the organizational standards and employment needs. The United States government imposes legal requirements on selection decisions. The selection process must avoid discrimination and provide equal opportunity to employees with disabilities. There are several laws such as The Civil Rights Act of 1991, The Americans with Disabilities Act of 1991 and the Immigration Reform and Control Act of 1986, that impact how the selection process should be governed.

In today’s competitive job market with all of legal precautions employers must take in the workplace environment, employers face the challenge of attracting, developing, and retaining the best employees. Personnel assessment is a systematic approach to gathering information about individuals (Dessler, 2011). This information is used to make employment or career-related decisions about applicants and employees. Any test or procedure used to measure an individual’s employment or career-related qualifications and interests can be considered a personnel assessment tool (Dessler, 2011). There are many types of personnel assessment tools that help in the selection process. Human resource management and employers can use various tests as well as