Orders And Executive Orders That Affect Three Major Areas Of Personnel Policy
Laws and Executive Orders that affect three major areas of personnel policy
Walsh-Healy Act (1936): The Walsh-Healy Act of 1936 is an act that is tied to government contracts exceeding 10,000 dollars for the manufacturing of goods. The act covers all employees that produce, ship, or assemble goods under this type of contract. This act does not include executives, administrative, and professional employees. The act creates overtime pay for hours worked outside of 8 hour days or 40 hours per week.
Davis-Bacon Act (1931): The Davis-Bacon Act of 1931 was an act that made governed the rate of minimum wage is paid to laborers and mechanics who were employed on federal work projects. The goal of this act was to preserve local wage standards and push for more local employment by preventing contractors to bid on public contracts. Therefore this act helped local employers to retain public …show more content…
contracts.
Fair Labor Standards Act (1938): The Fair Labor Standards Act was Act that regulated minimum wages, overtime pay, record-keeping requirements for private employers. This Act set a maximum number of hours that a person could work for the minimum wage. The “time and a half” was also created, this assured that any employee would receive one and one half their basic pay for every hour worked over the 40 hour threshold. This Act also forbade the use of workers under the age of 16 in most jobs. This Act created the Wage and Hour Division of the Labor Department.
Equal Pay Act (1963): This Act requires all employers to provide men and women with equal pay work. This Act in detail was to make sure men and women received equal pay for the same job, so there would be no unfairness and only equality in the workplace. The act did not include pay differentials based on dissimilar jobs, seniority or merit systems.
Employee Retirement Income Security Income Act (199574): The Employee Retirement Income Security Act of 1974 was used in the private sector to regulate pension systems. There is no public sector counterpart to this law. This law just requires the employer to provide participants with information about the plan features and funding, minimum standards, vesting, benefits, plan accountability, and the right to sue for the breach of benefits and fiduciary duty.
Social Security Act (1935): The Social Security Act of 1935 was created to assist eligible persons in 1935 as part of the New Deal. This act provided a federal program of old age retirement benefits and a joint federal-state venture of Unemployment Compensation. The Social Security system also provides disability, death, survivor, and senior citizens health benefits. Therefore the basis of this act is to federally administer defined benefit plan to supplement employer sponsored discretionary retirement system.
Civil Rights Act (1964): The Civil Rights Act of 1964 is an act that forbids discrimination with respect to pay and benefits on the basis of non-merit factors. This Act also guaranteed equal voting rights, prohibits segregation or discrimination in public places against racial, ethnic, national, religious minorities, and women. This Act changed the course of American history.
Equal Employment Opportunity Act (1972): The Equal Employment Opportunity Act of 1972 is an Act that gives equal employment opportunity commission the authority to take a legal action. If the EEOC sued in federal courts it would be allowed to do so, for reasons such as discrimination based on race, color, religion, sex, or origin. This Act does not tolerate any sort of employment discrimination.
Age Discrimination in Employment Act (1967): The Age Discrimination in Employment Act prohibits employers from paying older workers less than younger ones for equal work. This Act also stops employers from using pension plan provisions to push out older employees into early retirement. This Act helped many older employees retain their jobs rather than being forced out by their employers.
Executive Orders(Orders (11246) (11375) (11478): (11246): Executive order 11246, gave the Department of Labor the authority to enforce antidiscrimination policies among federal contractors under the Department’s Office of Federal Contract Compliance Programs. This Executive Order specifically prohibited discrimination by most employers that provide goods or services to the federal government. This order also required those with 50 or more employees and government contracts of $10,000.00 0r more annually to prepare a written plan identifying any underutilization of women and minorities. Then correcting any problems.
(11375): Executive Order 11375, helped ban discrimination on the basis of sex in hiring and employment in both the U.S federal workforce, and government contractors.
(11478): Executive Order 11478, prohibited discrimination in the competitive service of federal civilian workforce. The order also included the U.S Postal Service and civilian military employees. The order restricted any type of discrimination. All departments and agencies were to take affirmative steps to promote employment opportunities for the general and basis areas of discrimination. This order also brought the Federal Women’s Program to be integrated into the EEOC.
Wagner Act (1935): The Wagner Act of 1935 recognized the right of all private employees to join unions and required management to recognize and bargain in a collective manner with these unions. This Act prohibited many common practices, such as blacklisting union members, signing “sweetheart contracts” with company unions. This Act also helped establish a federal agency the National Labor Relations
Board.
Norris-La Guardia Act (1932): The Norris-La Guardia Act of 1932 is a federal labor law. This Act provided that contracts that limit an employee’s right to join a Labor Union are unlawful. Contracts of that nature are known as “Yellow Dog Contracts”, initially the law was known as the anti- injunction act since numerous restrictions effects of stopping any federal court from issuing an injunction to end a labor dispute.
Taft-Hartley Act (1947): The Taft-Hartley Act of 1947, prohibited labor unions from engaging in unfair labor practices. This Act also allowed states to pass right to work laws. These laws are statues forbidding unions from requiring applicants to be union members in order to qualify for jobs.
Landrum-Griffin Act (1959): This Act was named after its sponsors, Representative Philip Landrum and Senator Robert Griffin. This Act was a labor law that was to regulate labor unions internal affairs and their official’s relationships with employers. This act required public disclosure of the financial records of unions, and guaranteeing the use of secret ballots in union voting.
Executive Orders (10901988) (11491): (10988): Executive Order 10988 was issued in 1962 by John F. Kennedy. The core idea of this order is the rights of federal employees to bargain with management. This established a broad government-wide labor relations policy for the first time. This lead to official meetings between management representatives and union officials in the future for all types of labor and management situations.
(11491): Executive Order 11491 set the guidelines and parameters for bilateralism in the Federal Labor Relations program. This order established administrative bodies to carry out the order and also provide for unfair labor practices and procedures.
Walsh-Healy Act (1936): The Walsh-Healy Act of 1936 is an act that is tied to government contracts exceeding 10,000 dollars for the manufacturing of goods. The act covers all employees that produce, ship, or assemble goods under this type of contract. This act does not include executives, administrative, and professional employees. The act creates overtime pay for hours worked outside of 8 hour days or 40 hours per week.
Davis-Bacon Act (1931): The Davis-Bacon Act of 1931 was an act that made governed the rate of minimum wage is paid to laborers and mechanics who were employed on federal work projects. The goal of this act was to preserve local wage standards and push for more local employment by preventing contractors to bid on public contracts. Therefore this act helped local employers to retain public …show more content…
contracts.
Fair Labor Standards Act (1938): The Fair Labor Standards Act was Act that regulated minimum wages, overtime pay, record-keeping requirements for private employers. This Act set a maximum number of hours that a person could work for the minimum wage. The “time and a half” was also created, this assured that any employee would receive one and one half their basic pay for every hour worked over the 40 hour threshold. This Act also forbade the use of workers under the age of 16 in most jobs. This Act created the Wage and Hour Division of the Labor Department.
Equal Pay Act (1963): This Act requires all employers to provide men and women with equal pay work. This Act in detail was to make sure men and women received equal pay for the same job, so there would be no unfairness and only equality in the workplace. The act did not include pay differentials based on dissimilar jobs, seniority or merit systems.
Employee Retirement Income Security Income Act (199574): The Employee Retirement Income Security Act of 1974 was used in the private sector to regulate pension systems. There is no public sector counterpart to this law. This law just requires the employer to provide participants with information about the plan features and funding, minimum standards, vesting, benefits, plan accountability, and the right to sue for the breach of benefits and fiduciary duty.
Social Security Act (1935): The Social Security Act of 1935 was created to assist eligible persons in 1935 as part of the New Deal. This act provided a federal program of old age retirement benefits and a joint federal-state venture of Unemployment Compensation. The Social Security system also provides disability, death, survivor, and senior citizens health benefits. Therefore the basis of this act is to federally administer defined benefit plan to supplement employer sponsored discretionary retirement system.
Civil Rights Act (1964): The Civil Rights Act of 1964 is an act that forbids discrimination with respect to pay and benefits on the basis of non-merit factors. This Act also guaranteed equal voting rights, prohibits segregation or discrimination in public places against racial, ethnic, national, religious minorities, and women. This Act changed the course of American history.
Equal Employment Opportunity Act (1972): The Equal Employment Opportunity Act of 1972 is an Act that gives equal employment opportunity commission the authority to take a legal action. If the EEOC sued in federal courts it would be allowed to do so, for reasons such as discrimination based on race, color, religion, sex, or origin. This Act does not tolerate any sort of employment discrimination.
Age Discrimination in Employment Act (1967): The Age Discrimination in Employment Act prohibits employers from paying older workers less than younger ones for equal work. This Act also stops employers from using pension plan provisions to push out older employees into early retirement. This Act helped many older employees retain their jobs rather than being forced out by their employers.
Executive Orders(Orders (11246) (11375) (11478): (11246): Executive order 11246, gave the Department of Labor the authority to enforce antidiscrimination policies among federal contractors under the Department’s Office of Federal Contract Compliance Programs. This Executive Order specifically prohibited discrimination by most employers that provide goods or services to the federal government. This order also required those with 50 or more employees and government contracts of $10,000.00 0r more annually to prepare a written plan identifying any underutilization of women and minorities. Then correcting any problems.
(11375): Executive Order 11375, helped ban discrimination on the basis of sex in hiring and employment in both the U.S federal workforce, and government contractors.
(11478): Executive Order 11478, prohibited discrimination in the competitive service of federal civilian workforce. The order also included the U.S Postal Service and civilian military employees. The order restricted any type of discrimination. All departments and agencies were to take affirmative steps to promote employment opportunities for the general and basis areas of discrimination. This order also brought the Federal Women’s Program to be integrated into the EEOC.
Wagner Act (1935): The Wagner Act of 1935 recognized the right of all private employees to join unions and required management to recognize and bargain in a collective manner with these unions. This Act prohibited many common practices, such as blacklisting union members, signing “sweetheart contracts” with company unions. This Act also helped establish a federal agency the National Labor Relations
Board.
Norris-La Guardia Act (1932): The Norris-La Guardia Act of 1932 is a federal labor law. This Act provided that contracts that limit an employee’s right to join a Labor Union are unlawful. Contracts of that nature are known as “Yellow Dog Contracts”, initially the law was known as the anti- injunction act since numerous restrictions effects of stopping any federal court from issuing an injunction to end a labor dispute.
Taft-Hartley Act (1947): The Taft-Hartley Act of 1947, prohibited labor unions from engaging in unfair labor practices. This Act also allowed states to pass right to work laws. These laws are statues forbidding unions from requiring applicants to be union members in order to qualify for jobs.
Landrum-Griffin Act (1959): This Act was named after its sponsors, Representative Philip Landrum and Senator Robert Griffin. This Act was a labor law that was to regulate labor unions internal affairs and their official’s relationships with employers. This act required public disclosure of the financial records of unions, and guaranteeing the use of secret ballots in union voting.
Executive Orders (10901988) (11491): (10988): Executive Order 10988 was issued in 1962 by John F. Kennedy. The core idea of this order is the rights of federal employees to bargain with management. This established a broad government-wide labor relations policy for the first time. This lead to official meetings between management representatives and union officials in the future for all types of labor and management situations.
(11491): Executive Order 11491 set the guidelines and parameters for bilateralism in the Federal Labor Relations program. This order established administrative bodies to carry out the order and also provide for unfair labor practices and procedures.