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.
National Origin In our companies today, we are dealing with a global and diverse environment making it important for organization’s to “have a workforce comprised of two or more groups of employees with various racial, gender, and national origin backgrounds” (Dessler, 2013, p. 46). This first example discusses the hiring process of an Asian woman applying for a
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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.
What could be more important than the equality of rights for all American citizens? Women have tried without success for 80 years to be acknowledged as equals in our Constitution through an Equal Rights Amendment (ERA). Currently there is nothing in the United States Constitution that guarantees a woman the same rights as a man. The only equality women have with men is the right to vote. In order to protect women’s rights on the same level as men, I am in favor of an Equal Rights Amendment to the U.S. Constitution today.
Racism is defined as prejudice, discrimination, or antagonism directed against someone of a different race based on the belief that one's own race is superior. In the workforce, the issue of racism and discrimination has been brought to the center of conversations around the world. Companies claim to be “colorblind” and not hire somebody based on their race or gender, but the employment rates among minorities and women around the world is significantly lower than the majority in the given country. There is also the growing issue of minorities, such as blacks in america, making significantly less money than whites. This issue affects people all around the world who happen
It is not up for debate whether women are discriminated against in the workplace, it is evident in census data; in 2013, among full-time, year-round workers, women were paid 78 percent of what men were paid. It is said that the organizations that are pro-equal pay, including some unions, support the idea that the government should set wages for all jobs. To the contrary, the organizations that are proponents of equal pay are not for job wages being set by the government-they wish to have the discrimination taken out of pay scales from within the company. Commonly, this pay gap is attributed to the fact that women in the United States are still expected to attend to familial obligations over work.
An egalitarian is someone who believes that not only should women be equal to men, but everyone should be equal to everyone and the only thing that separates us is our merits and the things that we have worked to achieve in life. That is why I am and always will be an egalitarian.
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.
The National Archives gives back ground on the (Civil Rights Act of 1964). National Archives website, www.archives.gov is full of archives regarding the United States. There is a session for teacher, that allows the site to be used as a resource. The (Civil Rights Act of 1964) was a response to a question presented, is the 14th Amendment being upheld. Society question the government, are certain groups of people being denied social justice? Are certain groups being denied social benefits?
It can be argued that an immigrant’s entire career can be negatively impacted by prejudice. Firstly, Asian people cannot land a job interview because of their name. In comparison to those with Anglo names, according to the joint study by the University of Toronto and Ryerson University immigrants are called back 20.1% less from organizations with 500 employees or more and 39.4% and 37.1% fewer calls from medium-sized and small organizations and every 100 calls an applicant with an Anglo name receives, an Asian name gets 72 (Keung, 2017). Furthermore, this is an injustice because an Asian immigrant does not even get to enter the workplace since they can not land an interview, thus they will not get to experience the other levels of prejudice
Equal Pay Act of 1963 During his years in presidency, John F. Kennedy came forward and signed the initial Equal Pay act of 1963 on June 10, 1963 that was ratified by the House of Representatives and Congress. The law forbids any discrimination between both genders, and valued unbiased pay among both male and female employees working in the same job department. In fact, throughout the beginning of the 1900’s not many women had the opportunity to possess a hard-working, paying job of their own for the majority of women were homemakers. Although, in the years of WWI employment deficiency brought in an abundant amount of female workers to come into the place of work. Even though women had a smaller salary compared to the men, they were still wary over the idea that the females would take over all of their jobs.
America is very unique as a country especially during the prosperous times of peace, the country is frequently undergoes drastic political and social changes usually seen in other countries only in times of war such as NAZI Germany or Republic people of China. Since the revolution won the independence of America nearly 200 years ago, America has undergone change after change. The use and abolishment of slavery, the tolerance and rejection of immigration, the Homestead act and giving tracts of land and the vote to thousands of people who did not have before, are all examples of the big changes this country. These changes, although large and important in their rights, only increase, decrease, or a little redistribution of political power in the big picture of all
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 Chosen topic I have decided to do my research paper on is Civil Rights. The reason that I have chosen this topic is because it plays some big roles within our society. Civil rights allows for every individual to get the same equal treatment whether it be racial, marriage, employment, education, and housing.
Equal Employment Opportunity (EEO) laws have helped shape the workforce today and they have greatly contributed to the introduction of diversity in the working environment. No longer are people rejected of employment based on their race, gender, age, or disability. The labor force has increased from 62 million people in 1950 to over 159 million people in the labor force today (Toolsi). The passing of the EEO laws proved to be a great advancement in the diversity of the workforce and treatment of employees, but it was a tremendous battle to get where we are today. Before the passing of these laws, unequal treatment was normal and discrimination was common among the majority of employers. This made acquiring employment difficult and caused many people to be unemployed. Three Equal Employment Opportunity laws that helped diminish these discriminatory practices were Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, and the American with Disabilities Act of 1990. For each law, I will describe what it enforces and explain the actions that happened in society and the workplace that made these laws necessary. I will discuss important political figures that contributed to the passing of these laws. Lastly, I will examine how each law has improved human resources and has led to better management of employees overall.
Women are one of the most groups being discriminated against today. They try very hard to fit in and be successful in their careers. Discrimination against women is found in many workplaces. Some managers try to fix this problem, but others just ignore it. Companies that pretend that gender discrimination doesn’t exist are usually the ones that get sued for it more often. Other companies try to avoid law suits by dealing with gender discrimination and resolving conflicts before it gets to the law suits.
Rapid changes in the global economic market entail transformations affecting not only the external environment of organizations, but also its internal operations and processes (Hall, 2008; Hodgetts, 2002). One important change that has altered the nature of contemporary organization is the “acknowledgement, development and systematic use of the skills and knowledge of employees” (Ramirez et al 2007, p 496). The central role of employees’ participation in the success of the organization involves not only “high performance work systems… [but] they also involve the decentralization of decisions and work enrichment that is providing employees with opportunities for involvement in decision-making and innovation.” (Wood & de