The Notification And Federal Employee Antidiscrimination And Retaliation Act Of 2002 Impact On Walmart Corporation
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The Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 Impact on Walmart Corporation
There are many public policies in place in this century that improve the quality of their work place one of them is The Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 ("NO FEAR" Act). The NO FEAR Act is intended to reduce the incidence of workplace discrimination within the federal government by making agencies and departments more accountable. The company that I will be focusing on will be Walmart, is an American multinational retail corporation, in which operates a chain of discount department stores as well as warehouse stores. Walmart is the world’s largest company by revenue, according…show more content… Agencies and departments should take appropriate and timely steps, including discipline, if needed, to address conduct inconsistent with “Antidiscrimination Laws” and “Whistleblower Protection Laws.” According to the United States Office of Personnel Management, Title II of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act) requires a comprehensive study of best practices in the Executive branch for taking disciplinary action for conduct inconsistent with Antidiscrimination and Whistleblower Protection Laws. In addition to that the Act also requires the issuance of advisory guidelines agencies may follow when taking disciplinary action for such conduct.
With Walmart being one of the world’s largest companies in revenue, The No FEAR Act comes with both advantages and disadvantages. The employees have an advantage because they cannot be discriminated against when applying for the job, meaning they may not be asked questions pertaining to religion, sexual orientation, Gender, Race, amongst that the NO FEAR Act also protects those within the company and will not allow employees to be mistreated, punished, or fired for informing authorities of misconduct in the company. When the Act is violated, a proper written document must be reported to The National Labor Relations Board. In November of 2012 The National Labor