Women are continually entering the workforce in various sectors. Working women face challenges in the workplace including unequal pay‚ sexual harassment‚ and promotion issues. One particular challenge women face is the fundamental right to have a family‚ which includes the Pregnancy Discrimination Act. Managers in every organization should be familiar with this important act and the associated legal issues. In this paper‚ I will discuss the Pregnancy Discrimination Act by reviewing the history
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Human Resource Management‚ 12e (Dessler) Chapter 2 Equal Opportunity and the Law 1) Which Amendment to the U.S. Constitution states that "no person shall be deprived of life‚ liberty‚ or property‚ without due process of the law"? A) First Amendment B) Fifth Amendment C) Tenth Amendment D) Thirteenth Amendment E) Fourteenth Amendment Answer: B Explanation: The Fifth Amendment to the U.S. Constitution (ratified in 1791) states that "no person shall be deprived of life‚ liberty‚
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In brief: This chapter gives a history of equal opportunity legislation‚ outlines defenses against discrimination allegations‚ gives examples of discriminatory practices‚ describes the EEOC enforcement process and suggests proactive programs. interesting issues: Affirmative Action programs have come under fire in recent years‚ even by some members of protected groups. A very critical issue is whether Affirmative Action represents a "leg up" assistance for those who have been historically discriminated
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matters. Rhode can teach readers about prejudice in our country for obesity‚ religion‚ and stereotype. The restaurant Hooters is well known that you must look a certain way to be even considered for an application. Part of the necessities for the job is your nose must not touch the wall‚ indicating your breasts are large and you are easily hired. According to Rhode‚ “Lawyers for Hooters argued that employees at the restaurant – who wear who wear tank tops and short shorts – are entertainers as much as
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outsources noncore business activities to outside companies‚ suppliers‚ specialists‚ or consultants. 11. The only time gender‚ age‚ religion‚ etc. can be used to make employment decisions is when they are considered a bona fide occupational qualification (BFOQ). 12. Disparate treatment and adverse impacts are defined in labor laws issued by the National Labor Relations Board. 13. The hostile work environment form of sexual harassment occurs when employment outcomes such as hiring‚ promotion‚ or simply
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1. BFOQ short for Bona fide occupational qualifications are qualifications of employment that the employers are able to consider while making the decision of hiring and retaining employees. The characteristics that it applies are that employers may discriminate because of "religion‚ sex‚ or national origin" if they can establish that there is a "bona fide occupational qualification. 2. The purpose of the Glass Ceiling Commission is to fix the issues that exist with the barriers that are around
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State of Racism and Gender Discrimination What is discrimination? Discrimination is the prejudicial treatment of a different person or groups of people based on certain characteristics. In the United States there are seven protected characteristics or classes that are defined by Title VII of the Civil Rights Act of 1964‚ the Age Discrimination Employment Act‚ and the American Disabilities Act that can not be discriminated against: race‚ color‚ religion‚ national origin‚ sex‚ age‚ and disability
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The Workplace and Title VII The Civil Rights Act of 1964 was the catalyst in abolishing the separate but equal policies that had been a mainstay in our society. Though racial discrimination was the initial focal point‚ its enactment affected every race. The Civil Rights Act of 1964 prohibits discrimination in housing‚ education‚ employment‚ public accommodations and the receipt of federal funds based on certain discrimination factors such as race‚ color‚ national origin‚ sex‚ disability‚ age or
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As noted in the EEOC tutorial (located in this week’s lecture)‚ candidates for the Director of HR position of the newly merged company. ZAB‚ are being asked to prepare a presentation about Title VII‚ as it pertain specifically to disparate impact and disparate treatment policies that should be implemented to avoid liability for potential Title Vii violation. Do research to prepare for your presentation‚ and write a brief set of answers to the following questions: The difference between a disparate
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Discrimination The Civil Rights Act of 1964 includes major features that deal with discrimination in multiple settings‚ however Title VII covers discrimination in the workplace. Title VII of the 1964 Civil Rights Act bars discrimination on the part of employers‚ including all public or private employers of 15 or more persons (Dessler p. 30). Employers are barred to refuse employment to certain protected individuals on the basis of their race‚ color‚ religion‚ sex‚ or national
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