Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Equal opportunity legislation seeks to eliminate the prejudicial hiring practices that were common in the United States prior to this legislation. The initial Civil Rights Act of 1964 provided the foundation for the structure of equal opportunity laws, and the structure around which those laws could be enforced. Since that point, several other laws have added to the canon of statutes intended to ensure that most Americans are on equal footing when it comes to hiring and promotions. This paper will go over some of these laws.
Equal Employment Opportunity
The most important equal employment opportunity law was the Civil Rights Act of 1964, which provided that there should not be any discrimination in any element of employment on the basis of race, color, religion, national origin or sex. These are to be enforce by the Equal Employment Opportunity...
This law was the first serious attempt to provide a legal framework to enforce equal employment opportunity. It was quickly adopted throughout the country, and some of its implementation aspects have been refined by the Supreme Court in the intervening years since it was passed.
The Civil Rights Act of 1964 was just the starting point, however, and subsequent laws have refined its tenets. Added to this law under later statutes was the Pregnancy Discrimination Act, the Americans with Disabilities Act and the Age Discrimination in Employment Act. People can still be discriminated against for other things under law in many places, except where state laws have built on the anti-discrimination framework.
Another set of laws that came out of the early 1960s began with the Equal Pay Act of 1963, wherein men…
References
EEOC. (2014). Laws enforced by the EEOC. Equal Employment Opportunity Commission. Retrieved May 26, 2014 from http://www.eeoc.gov/laws/statutes/
Civil Rights Act of 1964 enforced the Fourteenth Amendment to the Constitution by ensuring a legislative act that would prevent discrimination and extend equal protection under the law. The bill in its entirety protects all Americans, regardless of race, ethnicity, religion, national background, and gender. It was and still is considered to be a landmark bill, in spite of the fact that the Fourteenth Amendment already technically guarantees equal protection
Equal Employment Opportunity The modern history of employment equity begins with the Civil Rights Act of 1964, which extended employment equity rights to Americans regardless of gender, religion, national origin, race or color (National Archives, 2014). The CRA was, in essence, fulfilling the promise of the 14th Amendment, which introduced the idea of equal protection under the law. Employment in the United States is typically governed under the doctrine of employment
Human resource management is one of the essential components to the competitiveness of global firms. Corporations that perform exceptionally regarding human resource management tend to integrate strong discipline in their people with attention to strong social capital (developing networks and relationships within the organization). The multiplier impacts of this combination generate inimitable conditions for people management, which in turn drives employee engagement in the global context. The following study focuses
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
Goodyear which effectively denied employees the right to sue for wage discrimination after the passing of 180 days that "Justice Ruth Bader Ginsberg was so incensed she read her scathing dissent aloud from the bench. She defended Lilly Ledbetter's right to sue her employer, Goodyear Tire & Rubber Co., Inc. For pay discrimination on the basis of sex, giving a not-so-gentle reminder of the realities of the American workplace."
Firearms Legislation and Firearms-Related Violence in Europe This paper examines the relationship between firearms legislation and gun-related violence across countries and regions in Europe. The focus of the paper is to identify possible sources of literature to help answer questions regarding whether legislation is an effective tool in reducing firearms-related violence. The paper focuses on variance of gun violence rates throughout Europe, gun legislation, and possible national strategies for addressing the