work within a legal framework to perform these various tasks. There are several equal employment opportunity laws, for example, that must be followed by human resources departments, governing different forms of job discrimination. The basis of discrimination law is Title VII of the 1964 Civil Rights Act. Title VII prohibits discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color,… Continue Reading...
have it that organizations lose anything between $100,000 and 1 million dollars when sued for discrimination (Bergmann, 1996).
Who needs an Affirmative Action Plan?
Virtually all employers should adhere to Equal Employment Opportunity Commission (EEOC) laws. However, it is a requirement that the following companies have a documented Affirmative Action Plan:
- Federal contractors and subcontractors with over 50 employees
- Companies with contracts worth over $50,000
- Companies handling contracts with government bills of lading totaling over $50,000 for any 1-year period.
- Companies where the government deposits funds
- Financial institutions acting as agents for US savings bonds (HRUnlimited, 2018)
Every employer that fits within the above listed companies ought to adhere to the provisions of the Executive… Continue Reading...
forces. Though the nation’s pride in the level of diversity it has achieved via equal employment opportunity and equal opportunity is warranted, the focus for the long term has to transcend these efforts. Military leaders need to stress the fact that diversity forms an intrinsic component of American culture, and if adequately recognized and supported, forms the bedrock for an inclusive army environment. This represents one constituent of developing adaptive, responsive and active leaders who are able to efficiently operate in whatever environment they face. It is a vital component of leadership which sustains superior performance by means of the armed forces imperatives: Prepare,… Continue Reading...
Courses of Action in Resolving Discrimination
The settings promoting or discouraging such discrimination are identified and the role played by the Equal Employment Opportunity Commission (EEOC), the Human Rights Commission as well as social, cultural and economic rights in preventing racial discrimination is examined. The liability of the employer in promoting discrimination is also to be discussed from the point-of-view of African-Americans (Dr. Lilly Fernandes & Dr. Nora Hadi Q. Alsaeed, 2014). Research shows that diversity management can have a good spillover effect on the rest of the workforce. It has been found that most women hired for jobs on the grounds of affirmative action actually were qualified for the positions… Continue Reading...
workplace harassment.
United States Equal Employment Opportunity Commission (2018). Harassment. https://www.eeoc.gov/laws/types/harassment.cfm Continue Reading...
and staffing strategies must comply with local, state, and federal regulations related to non-discrimination and other federal employment laws governed by the Equal Employment Opportunity Commission. When designing the job description and terms of the contract, Amazon will also need to investigate obligations to the worker regarding worker compensation and benefits packages, and wage disclosure laws. Using social media during the recruitment process can raise legal red flags due to the potential for conscious or unconscious discrimination based on age, race, gender, and other characteristics (Calvasina, Calvasina & Calvasina, 2014). Discrimination could also potentially impact perceptions of the candidate’s competency, impacting salary negotiations. Therefore, social media should not be relied on as… Continue Reading...