MNGT 3100 SUTTON FINAL 1

MNGT 3100 SUTTON FINAL 1 - Title VII of the Civil Rights...

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Title VII of the Civil Rights Act -signed by Lyndon Johnson in 1964 -remains the most important piece of equal employment opportunity legislation ever passed. It affects virtually all human resource decisions. -prohibits discrimination based on race, color religion, sex, or national origin. -an employer cannot discriminate in pay or terms, conditions, or privileges of employment Bona Fide Occupational Qualifications (BFOQ) -makes exception to TITLE VII if it reasonably makes sense in the course of business. -only applies to religion, sex, national origin and age. -the courts are generally not favorable towards it *an example of BFOQ allows employers to only hire female models as opposed to males -the Hooters Supreme Court Case states that an exceptions to Title VII based on entertainment Age Discrimination Employment Act -not a part of Title VII but it parallels it -it prohibits discrimination against workers 1) 1967, the age was between 40 and 65 2) 1978, extended to between 40 – 70 3) 1986, EXTENDED TO ANYBODY OVER 40 -primarily seen in court cases dealing with pay and retirement (early retirement packages) *Salary compression occurs often in academia. ---when the market salary increases more rapidly than what a company can pay its existing employees internally -exceptions of ADEA include when the health and safety of the customer is involved (pilots, bus drivers, etc.) EQUAL PAY ACT OF 1963 -prohibits discrimination on account of gender in payment of wages. -requires equal pay for equal work once seniority and performance levels are considered -has not done a good job Comparable Worth -means that two employees are substantially similar in terms of skill, effort, responsibility, and working conditions. -allows employers with dissimilar jobs to be compared
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Executive order 11246 -signed in 1965 by Johnson (amended several times) -established a requirement that federal contractors develop affirmative action plans - (recent Supreme Court rulings have raised questions about affirmative action) AFFIRMATIVE ACTION - States that because society has discriminated against certain classes, employers are forced to give these classes advantages to make up for this. - This cannot happen in California and will probably be dismantled in the near future Equal Employment - States those things should be equal regardless. - Employers should be gender blind and just look at the qualifications or criteria AMERICANS WITH DISABILITIES ACT (ADA) - signed into law in 1990 - it is a complicated piece of legislation - affects 43 million disabled in the US (17% of population) - prohibits discrimination against the “qualified disabled” o people who posses the necessary skills, experience, education, and job related requirements to the job - Deals with the job application, hiring and firing, discipline, etc. -
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This note was uploaded on 05/01/2008 for the course MNGT 3100 taught by Professor Sutton during the Spring '07 term at Auburn University.

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MNGT 3100 SUTTON FINAL 1 - Title VII of the Civil Rights...

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