Equal Employment Opportunity Law Essay

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.

In 1964, the Civil Rights Act was passed and made discriminatory hiring practices illegal. There were three main points of this Act; equal opportunity, sexual harassment, and affirmative action. This Act required all human resources to comply with this law. The Equal Employment Opportunity (EEO) laws protect individuals against discrimination

The U.S. Equal Employment Opportunity Commission (EEOC) holds the responsibility of enforcing federal laws that make it illegal to discriminate against a job applicant or an employee based on a person’s race, color, religion, sex (including pregnancy, gender identity and sexual orientation, national origin, age (40 or older), disability and/or genetic information (U.S. EEOC, 2016a). The EEOC laws cover most employers with at least fifteen employees as well as labor unions and employment agencies (U.S. EEOC, 2016a). The EEOC has the ability to investigate charges of alleged discrimination against employees who are employed by organizations covered by the EEOC. The EEOC not only uses these investigations to protect alleged victims, they also use them as an education tool for organizations. The EEOC conducted an investigation based on racial discrimination in the EEOC v. Alliant Techsystems case, which was settled in 2012 when they paid the alleged victim in relief expenses.

In order for John to file a discrimination complaint against his employer, he is required to file a charge with the Equal Employment Opportunity Complaint counselor or representative of the company. Once the charge has been filed, an investigation is made, or the charge maybe selected to an EEOC program and maybe dismissed. In this case, John is given a certain number of days to file a lawsuit on his behalf. This process would have to go through several lengthy stages such as the EEOC administrative process. If gone to trial it must go through filing of a summons, response and answer, discovery process, enlisting of experts, pre-trial, actual trial and a possible appeal.

Equal Opportunity Laws Title VII The first aspect of Human Resource that will be addressed is equal opportunity and the laws that go along with it. There were several equal opportunity laws enacted from 1964 to 1991. 2 The first of these was Title VII of the 1964 Civil Rights Act which states that “an employer cannot discriminate on the basis of race, color, religion, sex, or national original with respect to employment” (Dessler, 2013). 3 Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.

From my beginnings in rural China to my upbringings inside a Chinese sweatshop, labor reform and economic development was destined to not only be a scholastic interest, but also my personal passion and life-long devotion. Walking over the hill of rice paddies tended by the drenching sweat of young children and elderly, I could see the injustice of a city that was rising before me. High rise construction sites were now housed on sacred burial land; local officials now forsook their Maoist ideals of rectitude in exchange for some ill-gotten pocket money; the sunken eyes of exploited migrant workers now widened with unspeakable injustice and inequity; the hands of eager foreign businessmen were now riddled with unimaginable profits at the expense of the innocent blood and tears of my countrymen.

My experiences have allowed me to develop many important skills which are well-aligned with the requirements of the HR Equality internship. My current part-time job as a waitress in a Thai restaurant has helped me to obtain excellent verbal communication through interacting with a variety of customers and tactfully dealing with their enquiries. Being the General Secretary of Vietnamese Society in the University of York has required me to be in charge of paperwork procedures, preparing agenda for each meeting and formulating academic style emails to university departments and the Student Union. This enables me to enhance written communication skill when working in a professional environment.

“US Bishops oppose Employment non-discrimination Act; Say it punishes disapproval of conduct; three chairmen of the United States Conference of Catholic Bishops have criticized the Lesbian, Gay, Bisexual, and Transgendered; backed Employment Non-Discrimination Act (ENDA) of 2013, which was passed on Thursday by the United Senate, arguing that it punishes those who show a disapproval of same-sex sexual conduct. “Our dignity as children of God extends to our sexuality. Being a male or a female is a reality which ‘is good and willed by God,’ and this complementarity is essential for the great good of marriage as the union of one man and one woman (CCC, no. 339). Sexual acts outside of marriage serve neither of these goods nor the good of the

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)

Throughout the years the United States has faced many challenges with equal employment opportunities for everyone. The United States has developed The Equal Employment Opportunity Commission, also known as the EEOC, to enforce laws that help prevent everyone from being treated unfairly when it comes to employment options. The EEOC has established stipulations and overlooks all of the federal equal employment opportunity regulations, practices and policies (“Federal Laws Prohibiting Job Discrimination Questions and Answers”). Some laws that have been passed are the Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964 and Age Discrimination in Employment Act of 1967. Although some discrimination is still a problem, all of these

In order to help companies create a more diverse workforce, laws were put into place, benefiting the employees. Those laws include: Title VII of the Civil Rights Act, the Pregnancy Discrimination Act, the Americans with Disabilities Act, the Americans with Disabilities Amendments Act, the Age Discrimination in Employment Act, the Equal Pay Act, the Uniformed Services Employment and Reemployment Rights Act, and many more. These acts not only benefit the employee from being discriminated upon, but also benefit the employer by helping them not come under fire for discriminatory actions, since they would not want to do anything illegal.

Equal Employment Opportunities are a huge deal and there are many important milestones the US has taken to get where we are today. Even though the working industry is not perfect and there are still problems, the EEOC(Equal Employment Opportunities Commission) was created and helps to prevent discrimination in employment. The EEOC was created by congress in 1964. It was passed after the Civil Rights Act in 1964. This was written and states that discrimination in employment based on color, national origin, race, religion, and sex is not allowed. Almost immediately after this was issued as the law, the EEOC received thousands of complaints more than expected. It's crazy to think so much discrimination in the workplace happens but the facts are

International Women’s Day (IWD) is celebrated on eight March every year. The primary purpose of its observance is to honor women’s rights worldwide. This year, I got a chance to witness one of the celebrations organized by The Aga Khan University Working Group for Women (WGW) to celebrate IWD. On the one hand, seeing the contributions of women to our society, I felt privileged to be a woman. On the other hand, I was distressed thinking of the discrimination faced by women in their daily lives. Discrimination against women is one of the types of gender discrimination. Gender discrimination means judging someone primarily on the basis of his or her sex. According to Khan (2012),

There is a legal relationship among an employers and employee in the New Zealand’s workforce and stated in the Employment Relations Act 2000. However, an employee and an independent contractor have a particularly different relationship to an employer-employee relationship due to legal significance with the relationship of employer and employee. Since, an employer is legally responsible for the negligence of their worker 's activities, but not for the negligence of an independent contractor.

The predominant founder of the civil rights movement of the 1960s, Martin Luther King, stated, “All progress is precarious, and the solution of one problem brings us face-to-face with another problem” (Mathis 2006). We daily witness the famed Civil Rights Act of 1964 evolve to challenge and change human resource policies and procedures to meet the increased complexity and awareness of human resources. The Equal Employment Opportunity Commission (EEOC) was created by Title VII of the Civil Rights Act of 1964; however, the Commission’s mission has been shaped by more than this one single piece of legislation. Numerous laws, amendments, and executive orders have expanded, limited or guided the