50th Anniversary HR Magazine: 10 Changes That Rocked HR
50th Anniversary HR Magazine: 10 Changes That Rocked HR
Page 1 of 7
By Leon Rubis, Patrick Mirza, Adrienne Fox, Terence F. Shea and Desda Moss
expected to help manage change. Look at what it has been through. With Justice for All
While there remains a long way for our society to go in terms of reducing racism and prejudic certainly say that we’ve come a long way, baby, in the past 50 years. In 1955, the Civil Rights Act was still nine years from passage—not even a gleam in the Congress. Today, it is a cornerstone of workplace rights legislation, the linchpin upon which employee protection is based.
To that linchpin, legislators, judges and administrators have subsequently added a stunning rulings and regulations. The collective effect has been to protect workers and job applicants other things) are pregnant, are physically and mentally disabled, suffer from serious medical have strongly held beliefs—religious or otherwise.
Given the importance of finding and holding a job—both for practical reasons and for issues healthy self-image—these legal changes are a boon for anyone seeking to engage in life, lib pursuit of happiness.
Of course, they also drastically complicate life for HR professionals by imposing demanding burdens on employers. (Time off under the Family and Medical Leave Act may have to be tra increments as small as six minutes. And complying with the Americans with Disabilities precisely scripted sequence of what and when sensitive questions may be asked of employe applicants.)
Most people agree that giving everyone a fair shake in the workplace is a good idea. But few agree on precisely how to do that. Until such agreement is reached, HR professionals will co harder-than-necessary time ensuring that all workers are treated equally. —Patrick Mirza
http://www.shrm.org/Publications/hrmagazine/EditorialContent/Pages/0550th10changes.as... 3/19/2013
50th Anniversary HR Magazine: 10 Changes That Rocked HR
Page 2 of 7
to
Page 1 of 7
By Leon Rubis, Patrick Mirza, Adrienne Fox, Terence F. Shea and Desda Moss
expected to help manage change. Look at what it has been through. With Justice for All
While there remains a long way for our society to go in terms of reducing racism and prejudic certainly say that we’ve come a long way, baby, in the past 50 years. In 1955, the Civil Rights Act was still nine years from passage—not even a gleam in the Congress. Today, it is a cornerstone of workplace rights legislation, the linchpin upon which employee protection is based.
To that linchpin, legislators, judges and administrators have subsequently added a stunning rulings and regulations. The collective effect has been to protect workers and job applicants other things) are pregnant, are physically and mentally disabled, suffer from serious medical have strongly held beliefs—religious or otherwise.
Given the importance of finding and holding a job—both for practical reasons and for issues healthy self-image—these legal changes are a boon for anyone seeking to engage in life, lib pursuit of happiness.
Of course, they also drastically complicate life for HR professionals by imposing demanding burdens on employers. (Time off under the Family and Medical Leave Act may have to be tra increments as small as six minutes. And complying with the Americans with Disabilities precisely scripted sequence of what and when sensitive questions may be asked of employe applicants.)
Most people agree that giving everyone a fair shake in the workplace is a good idea. But few agree on precisely how to do that. Until such agreement is reached, HR professionals will co harder-than-necessary time ensuring that all workers are treated equally. —Patrick Mirza
http://www.shrm.org/Publications/hrmagazine/EditorialContent/Pages/0550th10changes.as... 3/19/2013
50th Anniversary HR Magazine: 10 Changes That Rocked HR
Page 2 of 7
to