Equal employment opportunity 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 …show more content…
I’d recommend that a standardized application process is set up. The ideal would be for it to be online. Available positions should be posted with job descriptions describing the responsibilities of the job as well as the minimum requirements and experience needed. All applicants would be required to complete the online application to be considered for the position. A phone screen and interview would be the following steps in the hiring process. This will ensure that you become familiar with the experience and education of each applicant and be able to determine the best candidate for the job. Once the selection is made, a standard offer letter should be created and sent to the applicant for review. If he or she accepts, the candidate will sign the offer letter and return it to HR. A vendor would need to be identified and set up to conduct the background and drug screen process. The candidate will then need to authorize a background and drug screen. Once these are done or taken and the results are appropriate and acceptable, the person will be informed of his or her start date. As always, we need to ensure that the company is selecting the best candidate based on the requirements and experience. Then the individual will have an opportunity to come on board and go through a new hire orientation and onboarding which will include a review and acknowledgment of company policies. This will ensure he or she …show more content…
I’d recommend for the company to update and expand their current health benefit plan by creating options of health benefits according to its employee’s necessities and the company capabilities. It is also crucial to upgrade the current retirement system sponsor by the company, to allow all employees to set up obtainable personal goals to retired with dignity and the necessary means to enjoy the fruits of their labor. By upgrading the current health benefits plan and retirement system, the company will experience an improvement in morale, job performance, quality labor, and the indispensable employee
I would look to see what wage increases were done in the history of each employee; I would do this to see if all employees in each department were equally paid within the guidelines of the Equal Pay Act “the EPA requires employers to pay men and women equally for performing the same work” (Thorne, Ferrell, & Ferrell, 2011). I would then see when the last evaluation was done on each employee; I would check to see if any pay increases were done; I would inspect this to be sure each employee was fairly evaluated based on their job responsibilities. To get everyone in compliance, I would also compare the compensation of other firms to ours to be sure we are being fair to our employees.
Over the last several decades, workplace issues have become an area of controversy for most employers. This is because the regulations surrounding what practices are considered to be discriminatory have increased dramatically. To enforce these issues, the Equal Opportunity Employment Commission (EEOC) is playing a central role in making employers follow these provisions of the law. A recent example of this occurred, with the case EEOC v. HCS Medical Staffing Inc.
EEOC’s role in this case was to file lawsuit against the employer (Exel) on behalf of the
The Equal Employment Opportunity Commission (EEOC) is a “five-member body appointed by the President to establish equal employment opportunity policy under the laws it administers” (p. 827, Twomey & Jennings, 2014). The EEOC is “responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person 's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information” (Overview, EEOC, 2014). These federal laws include Title VII of the Civil Rights Act of 1964, as amended in 1972, 1978, and 1991, along with the Equal Pay Act (EPA), and the Age Discrimination in Employment Act (ADEA).
In 1963, President John F. Kennedy signed into effect a landmark legislation that would guarantee equal pay to both men and women working under the same employer. However, to this present day, women still only make, on average, 77 cents to every dollar that a male earns. This paper focuses on some of the underlying problems as to why there is still such a large gender pay discrimination over half a century later. More specifically, some of the policies maybe could be put in place and the positive impact(s) each policy could have on women in the work place. Lastly, we will look at some of the laws that have been in place, and how effective or ineffective they have been.
Equality has been a topic of major discussion in the last decade. Equality, which definition consists of the state of being equal or the same, has not had a major impact on gender pay. Men are known to make more money than women simply based on gender. The Equal Pay Act of 1963 was supported by President John F. Kennedy to cease the gender pay gap and allow women equal rights in wages as men. Although, it has been fifty four years since The Equal Pay Act of 1963 went into effect, it seems as if the idea for equal pay for women is still not only a topic for debate, but also an issue for women that needs to be resolved.
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
The United States Equal Employment Opportunity Commission, otherwise known as the EEOC, is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or employee because of the person’s race, color, religion, sex, pregnancy, gender identity, sexual orientation, national origin, age if 40 or older, disability or genetic information. This also protects individuals who have previously filed a complaint or charge related to discrimination or because of personal involvement in an investigation or lawsuit concerning employment discrimination. This coverage includes employers with 15 employees, but that number changes to 20 employees in age discrimination cases as well as labor unions and employment agencies. The laws concerning EEOC apply to all types of situations; hiring, firing, promotions, harassment, training, wages and benefits.
The U.S. Equal Employment Opportunity Commission was established July 2, 1965 and signed by President John F. Kennedy, and it was created by the United States Congress. The Equal Opportunity Commission Office is responsible for enforcing federal laws that make it illegal to discriminate against an applicant or employee because of persons race, color, religion, sex, nation origin, or age. The importance of this Equal Employment Opportunity Commission is to protect employees so they can’t be mistreated, and it also protects the employer from wrongful discharge lawsuits. All commission seats and post of general counsel to commission are filled by the United States President, subject to confirmation by the Senate. The Equal Employment Opportunity
The EEOC, Equal Employment Opportunity Commission, made a final ruling to amend the Affirmative Action for individuals with disabilities on the federal employment level, to be completed by agencies as of January 3, 2018. Affirmative Action are policies and programs within agencies that required by federal statues and regulations set to remedy discrimination practices in the hiring of minority group members. The Rehabilitation Act of 1973 required affirmative action and nondiscrimination in employment by Federal agencies of the executive branch. The EEOC issued a final rule to amend the regulations for individuals with disabilities.
During the early history in America women were deprived of some of the many rights given to the male citizens. It has almost been a century since women were awarded the right to vote in the United States. It’s been half a century after the Equal Pay Act was established. “The Equal Pay act led to a reduction in the wage gap, but wage differences based on sex persist” (Korgen & Giraffe, 2015). Sadly, there is still a lot of prejudice towards women in the workplace. Bigotry towards women in the workplace has been dominant through the years. Many perceive women as being weak and not able to effectively provide their leadership duties in their workplaces due to their emotions (weaker sex). Positions in leadership are often given
Throughout History, the idea of equal opportunities and rights had and still is a major issue amongst the people of the nation. Equal opportunities is defined as the treatment of others equally without the discrimination of their sex, race or age. Actions have been made to help prevent this from ever happening. In 1964, Congress passed Public Law 88-352 (78 Stat. 241). This civil rights act “forbade discrimination based on sex and race in hiring, promoting, and firing. ... Title VII of the act created the Equal Employment Opportunity Commission (EEOC) to implement the law.” Morris Dees acted upon this and as a lawyer for civil rights he helped prove that due to physical and social differences, you still have an opportunity to prove and have a say in the world. The want of equal opportunities by morris dees and the people, helped trigger the creation of the SPLC. The SPLC and the ideas that Morris Dees conveyed to the people
As a Human Resource Manager, the understanding of the Equal Employment Opportunity laws are initially overwhelming, due to the amount of information dedicated to the subject. However, it is vitally important to comprehend and apply these laws to any organization, in order to avoid claims or litigation. Companies need to educate management to “take reasonable care to prevent and promptly correct discrimination and establish anti-discrimination policies” (SHRM, 2014). The EEOC is not out to get employers, but was “established to administer and enforce the Civil Rights Act at work” (Dessler, 2015, p. 28). Successful compliance with EEOC law ultimately depends on authentic and dedicated belief in the capabilities and value of each individual and cultivates a diverse and sincerely non-discriminating workplace. In my view, the core of this and other civil rights law finds its origins in the biblical worldview, that all men are created equal in the sight of God and are bestowed with unique gifts and abilities. Our law points to the gift of God that we live in a nation dedicated on protecting what God has created.
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 Equal Opportunity (EO) is an important program to ensure fair treatment, justice, and equity for all people. This program frames and enhances a comprehensive effort to increase human’s potentials depending only on their eligibility, ability, and efficiency. Commanders and Noncommissioned Officers (NCOs) have a huge responsibility on their shoulders toward their units; they should provide a positive EO climate for their Soldiers. Because NCOs are the number one factor to create a successful positive equal opportunity environment, they should implement a positive environment and a healthy impartiality atmosphere within their unit.