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To be eligible for FMLA an employee must have a condition that makes him or her unable to perform their essential job function" (Vikesland, 2006). Previously-existing amendments to the Civil Rights Act prohibited discrimination against women based upon pregnancy and the Equal Pay Act (EPA) of 1963 mandated equal pay for women and men doing the same work (EEOC, 2011, Official Website).
Protected groups can allege they have been the victims of discrimination based upon charges of disparate treatment and disparate impact. Disparate treatment means that the worker was denied opportunities or advancement based upon his or her membership in a protected category because of the explicit intention of the employer, such as a sexist employer that openly discriminates against women. Disparate impact cases, in contrast, refer to discriminatory policies that have a disparate impact upon a particular group of employees (Payne 2009: 60). For example, an employer might require that all managers are able to lift 50 lb. boxes. Unless the requirements are a necessary part of the job description, employers can be subject to lawsuits if they institute policies that have a disparate impact that results in the victimization...
Creating a non-threatening environment that promotes tolerance rather than hostility is also essential in creating a positive workplace environment that is compliant with the law. Rather than viewing compliance with EEOC law as a burden, employers should remember the benefits that can be accrued from diverse workplaces, and the sources of knowledge provided by diverse employees in an increasingly multicultural, global competitive marketplace.
Resources
EEOC. (2011). Official Website. Retrieved June 10, 2011 at http://www.eeoc.gov/laws/statutes/index.cfm
Pynes, Joan, E. (2009) Human resource management for public and non-profit organizations:
A strategic approach. San Francisco: Jossey-Bass.
Vikesland, Gary. (2006). The Family & Medical Leave Act. Employer-Employee.com
Retrieved June 10, 2011 at http://www.employer-employee.com/fmla.html
Resources
EEOC. (2011). Official Website. Retrieved June 10, 2011 at http://www.eeoc.gov/laws/statutes/index.cfm
Pynes, Joan, E. (2009) Human resource management for public and non-profit organizations:
A strategic approach. San Francisco: Jossey-Bass.
Vikesland, Gary. (2006). The Family & Medical Leave Act. Employer-Employee.com
Retrieved June 10, 2011 at http://www.employer-employee.com/fmla.html
features of a major area of law. The second part of the scholarly paper presents a thorough review of an organizational problem based on the rules and regulations presented in the first part of the research paper. The reference page appends twelve sources in APA format. Equal Employment Opportunity and Anti-discrimination Laws The academic world as well as the world of profession and occupation offers uncountable options in the form of innumerable
Equal Employment Act Federal laws have been passed in order to provide protection for American citizens from discrimination in a number of different instances. This paper will review the Age Discrimination in Employment Act of 1967, the Pregnancy Discrimination Act of 1978, and the Employee Polygraph Protection Act. This paper will also present legal cases in which all three of these laws have become involved in litigation, and will also include
At the same time, there are limits in time for filing of the suit and the first of these is that the suit must be filed within 180 days from the date of violation. This period is extended to 300 days if the charge is also covered by the state or local anti-discrimination law. For charges under ADEA, only the state limits are valid, and this may be 300
Discrimination against the elderly, against pregnant women, against women with children, against people of color are all prohibited under the law. The EEOC or Equal Employment Opportunity Commission was created to administer Title VII of the Civil Rights act and specifically to "progress race, national origin, religious, and sex discrimination claims pursuant to the statue" (Gregory, 2003). Is the EEC doing its job? During the first year alone after
These figures dwarfed what other big businesses paid for discriminatory practices. These businesses included Texaco, Inc.; Shoney's, Inc., Winn-Dixie, Stores, Inc.; and CSX Transportation, Inc. Critics saw Coca-Cola's settlement as signaling a major breakthrough among big businesses as coming to terms with diversity in the workplace (King). Because the company has been a leader in many areas, these critics regarded it as setting an example of greater openness to
Economic Motivators for Employers on Employment Rates for People With Disabilities in Atlanta Qualitative Research Quantitative Research Definition of Disability Statistics for Individuals with Disabilities Effects Of ADA On Persons With Disabilities Economic Motivators for Employers Hiring People with Disabilities Factors Affecting Economic Motivators for Employers Lack of Information and Knowledge Regarding Economic Motivators Misconception about Individuals with Disabilities Inaccessible Hiring Strategies Conflicts with Existing Programs Lack of Appropriate Planning and Difficulties in implementations Economic Incentive Programs Unemployment Among People with Disabilities Summary Conclusion CHAPTER