Equal Opportunity Employment

Equal Opportunity Employment

• 1.
  Fundamentals of Human Resource Management Eighth Edition DeCenzo and Robbins Chapter 3 Equal Opportunity Employment Fundamentals of Human Resource
• 2.
  Introduction • Governmentlegislation affects all HRM functions • State and municipal laws impact HRM, as well as the Federal laws Fundamentals of Human Resource
• 3.
  Civil Rights Actof 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. Fundamentals of Human Resource
• 4.
  Civil Rights Actof 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 Fundamentals of Human Resource
• 5.
  Civil Rights Actof 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 Fundamentals of Human Resource
• 6.
  • Controversy andcriticism 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. Fundamentals of Human Resource
• 7.
  Laws Affecting Discriminatory Practices – Prohibits discrimination on the basis of religion, color, and national origin • Affects – Federal agencies – Those working under federal contracts Fundamentals of Human Resource
• 8.
  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 Fundamentals of Human Resource
• 9.
  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. Fundamentals of Human Resource
• 10.
  Laws Affecting Discriminatory Practices – Prohibits discrimination based on: • Political affiliation • Marital status • Physical handicap Fundamentals of Human Resource
• 11.
  Responding to anEEO Charge • Business Necessity – the right to expect employees to perform successfully – shown by demonstrating that selection criteria are job-related Fundamentals of Human Resource
• 12.
  HRM in aGlobal 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 Fundamentals of Human Resource
• 13.
  Current Issues inEmployment 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. Fundamentals of Human Resource