The Laws That Impact Hiring Practices

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Three Laws that Impact Hiring Practices After reading “JetBlue Airways: Starting from Scratch” I considered different aspects of the case and realized there are certain employment laws that JetBlue should be aware of to guarantee that they are following state and government laws that were enacted to protect the rights of others. The three laws identified are the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, and American with Disabilities Act. These detailed laws contain information to assist JetBlue tremulously in their hiring practices and eliminate the possibility of a lawsuit being bought against them. In the meanwhile, compliance with these laws are obligatory and heavy penalties can be imposed if they are not observed by JetBlue. It will affect their image and caused them to be viewed as a company with faulty hiring practices and one who does not comply with the laws set in place therefore felonious charges may be bought upon them. The law with the highest influence on opportunity employment equality for JetBlue is Title VII of the Civil Rights Act of 1964. Therefore, under Civil Rights Act, it will be unlawful for JetBlue to differentiate during the process of hiring, firing, promoting, or rewarding an employee in areas based on certain things such as race, religion, or national origin. Per the Civil Rights Act retaliation is prohibited against any employee who participates in an investigation against a company. JetBlue would need to
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