Equal Opportunity Employment
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Transcript of Equal Opportunity Employment
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Chapter 3Equal Opportunity Employment
Fundamentals of Human Resource ManagementEighth Edition
DeCenzo and Robbins
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Introduction
• Government legislation affects all HRM functions
• State and municipal laws impact HRM, as well as the Federal laws
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Civil Rights Act of 1964
• prohibits discrimination in:– hiring– compensation– terms, conditions or privileges of employment
• based on:– race– religion– color– gender– national origin
• Applies to any organization with 15 or more employees.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Civil Rights Act of 1964
– demonstrated that selection criteria must be directly relevant to the job.
• Equal Employment Opportunity Act (EEOA)– Granted enforcement powers to the EEOC
• Equal Employment Opportunity Commission (EEOC)– The arm of the federal government
empowered to handle discrimination in employment cases
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Civil Rights Act of 1964
– Reflect the basis that white males made up the majority of workers
– Companies in the 70’s were still growing and could accommodate more workers
– Minorities should be hired to correct past discrimination
– Legal and social coercion were necessary to bring about change
• Involves:– analyzing current work force demographics– establishing goals and timetables for correcting
imbalances
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
• Controversy and criticism of preferences in employment for protected groups is causing legislative bodies to take a second look at Affirmative Action.
• Adverse (disparate) impact– occurs when there is a greater rejection rate in an
occupation for a protected group (those protected under discrimination laws) than for the majority group.
• Adverse (disparate) treatment– occurs when members of a protected group are
treated differently than other employees.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Laws Affecting Discriminatory Practices
– Prohibits discrimination on the basis of religion, color, and national origin
• Affects– Federal agencies– Those working under federal contracts
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Laws Affecting Discriminatory Practices
• Age Discrimination in Employment– protects those 40 and older– eliminates mandatory
retirement and the random replacement of older workers with younger workers
– provides for oversight in pension and benefit issues
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Laws Affecting Discriminatory Practices
• The Americans with Disabilities– Extends protection of Vocational
Rehabilitation Act to most forms of disability status (contagious diseases).
– Requires companies to make reasonable accommodations for qualified applicants and employees.
– Covers private companies and all public service organizations.
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Laws Affecting Discriminatory Practices
– Prohibits discrimination based on:• Political affiliation• Marital status• Physical handicap
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Responding to an EEO Charge
• Business Necessity– the right to expect
employees to perform successfully
– shown by demonstrating that selection criteria are job-related
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
HRM in a Global Environment
• Laws affecting Human Resource Management vary greatly by country.
• Canadian laws closely parallel those in the U.S.
• In Mexico, employees more likely to be unionized.
• Australia’s discrimination laws not passed until the 1980s
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Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
Current Issues in Employment Law
• Are Women Reaching the Top of Organizations?– Comparable worth - determining fair pay for both
female-oriented jobs and male-oriented jobs based on comparable skill, effort, and responsibility.
– Glass ceiling - lack of women and minority representation at the top levels of organizations.
– has glass ceiling initiative. • Promotes career development
for women and minorities.• Looks for such in its audits.