Mejia, Balkin And Cardy: The Equal Employment Opportunity Law

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 Equal opportunity act gives everyone an equal chance to get a job regardless of your gender, race, and country of origin. But it wasn't until 1972 that the Equal opportunity Act of 1972 was passed which gave to Equal Employment Opportunity Commission the ability to sue companies or employers in federal courts

Equal employment opportunity is a policy statement that all individuals should be equally considered for a job and not be discriminated against for reasons such as their race, color, marital status,

EEO states which is that 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. These laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

Employment discrimination is any form of unfair treatment at the workplace practiced by the employer against a section of employees on the basis of their gender identity, sexual orientation, age, mental or physical disability, national origin, religion, gender, or race. Employment discrimination is unlawful according to the employment laws as underlined in the 1964, Civil Rights Act, Title VII (Clarkson, Miller & Cross,). In terms of salaries and payment of workers, it is unlawful to segregate employees or classify in compensation and other employment aspects.

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

Having the right to equality does not matter on creed, color or religion. It does not

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.

Federal Equal Employment Opportunity (EEO) Laws-The U.S. Equal Employment Opportunity Commission (EEOC) enforces all of these laws. EEOC also provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies (2009).

Disparate Treatment. Given the fact that disparate impact refers to any legal doctrine that state that a law may be considered to be discriminating and unappropriated towards a particular group based on the panel's race, color, sex, disability, national origin, religion, or family status, I would take the above scenarios to fall under disparate treatment which represent any unlawful deed in the United States of America labor laws. It means any different behavior directed to someone due to their race or gender.

The EEOC laws, or Equal Employment Opportunity Commission, are federal laws that enforce employers to not discriminate against applicants of any background. Discrimination by types such as age, disability, equal pay/compensation, genetic information, harassment, national origin, pregnancy, race/color, religion, retaliation, sex, and sexual harassment are all protected under the EEOC laws. It is also illegal for an employer to “discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.” (EEOC , n.d.) The EEOC laws are to help serve justice and to create an equal work environment for people of any kind. The EEOC wants to accomplish the goal of having every applicant to feel at home without being discriminated against. These laws not only affect an employer hiring an applicant however; it affects them in firing, promoting, harassing, training, wages, and benefits. The EEOC’s role is to help find out if any applicant is being discriminated against and to help

The link provided information about the U.S. Equal Employment Opportunity Commission (EEOC). This information could be found normally in every workplace. I think this is a Federal Law that every organization is required to post the information that is visible to all employees (it is a poster showing/explaining the employment act). I seen this several times normally, located inside the employees break room, in fact, I had read this poster before. Every year this poster is being updated. The information you would see in the poster explains the Title VII of the Civil Rights Act of 1964 employers prohibits discrimination against color, national origin (country of origin) religion, race, retaliation, individual with disability and sex (gender orientation,

The Equal Employment Opportunity Act or, EEO Act of 1972, established a goal to make racial, ethnic, and gender minorities on the same level of white males in employment (“Equal Employment”). This was because of the dominance that white males held in the workplace and the struggle for minorities to get and keep a job, sometimes due to discrimination. Through this act, Affirmative Action was established to ensure that a certain amount of minorities were able to get a quality education and to get jobs in places that they would have struggled to be employed at before. Affirmative Action has helped minorities get the education and jobs that they need. Overall, this system has made up for some of the past discrimination that has affected these

Many of us have heard of or have been made aware of the phrase Equal Employment Opportunity (EEO). But how many of us genuinely comprehend the criterion of EEO and why it subsists? Equal Employment Opportunity laws are designed to give all workers fair consideration on the basis of job performance rather than any irrelevant personal factors. These laws are in place in order to prevent bias, prejudice, bigotry, and inequity against anyone due to physical abilities, race, religion, gender, or age.

Equal opportunities are very important in the modern workplace. Providing equal opportunities involves providing the same opportunities to all the employees and prospective employees regardless of their sex, age, disabilities, ethnic origins, sexual orientations etc. Equal opportunities allow the employee to have rights therefore the employer is unable to take advantage, discriminate or manipulate staff. Employers have an element of power over their employees but by having the law on the side of the employees, employers therefore need to think twice before discriminating in any form. Organisations will need to ensure that there is no unlawful or unfair discrimination. Employees are not stupid – a company that behaves badly