HRPO2301_CHAPTER 3.docx - CHAPTER 3 LESSON Equal Employment Opportunity and Human Resources Management Chapter Introduction 3.1Historical Perspective of

HRPO2301_CHAPTER 3.docx - CHAPTER 3 LESSON Equal Employment...

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CHAPTER 3 LESSON Equal Employment Opportunity and Human Resources Management Chapter Introduction 3.1 Historical Perspective of EEO Legislation 3.1a Changing National Values 3.1b Early Legal Developments 3.2 Government Regulation of Equal Employment Opportunity 3.2a Major Federal Laws 3.2b Other Federal Laws and Executive Orders 3.2c Fair Employment Practice Laws 3.3 Other Equal Employment Opportunity Issues 3.3a Sexual Harassment 3.3b Sexual Orientation 3.3c Immigration Reform and Control 3.3d Emerging Employment Discrimination Issues 3.4 Uniform Guidelines on Employee Selection Procedures 3.5 Enforcing Equal Employment Opportunity Legislation 3.5a Record-Keeping and Posting Requirements 3.5b Processing Discrimination Charges 3.5c Preventing Discrimination Charges 3.6 Affirmative Action and Diversity Management 3.6a Court Decisions 3.6b Beyond Affirmative Action: Leveraging Diversity Chapter Review Summary Key Terms Discussion Questions Case Study 1 HRM Experience Case Study 2 Appendix Determining Adverse Impact
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Learning Outcome After studying this chapter, you should be able to LO 1 Describe the major equal employment opportunity (EEO) laws related to age, gender, religion, weight, and sexual orientation. Determine the employment practices they prohibit and the reason behind passage of EEO legislation. Describe what a bona fide occupational qualification is. LO 2 Explain how the Uniform Guidelines on Employee Selection Procedures were developed and how firms use them to ensure they are abiding by the law. Understand adverse impact and disparate treatment. LO 3 Understand Equal Employment Opportunity Commission (EEOC) record-keeping and posting requirements and describe how discrimination charges are processed by the EEOC. LO 4 Explain what affirmative action is and how companies today are seeing the value of voluntarily having diverse workforces. One of the most important topics that must be discussed in any human resources management textbook is equal employment opportunity (EEO). Equal employment opportunity, or the employment of individuals in a fair and nonbiased manner, commands the attention of the media, courts, legislators, HR managers, and their firms alike. In 2016, 91,503,412 private-sector workplace discrimination charges were filed with the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency that enforces the nation’s fair employment laws. The number of filings have gradually increased over the last 20 years, marking an increased importance for managers to know and comply with numerous EEO laws as the workforce becomes more diverse and multicultural. When managers ignore or are unaware of fair employment laws, they and their firms run the risk of costly and time-consuming litigation, negative public attention, potentially lower sales, lower employee morale, and even damage to their own individual careers. Because even unintentional discrimination can be illegal,
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  • Fall '16
  • Chastity Clemons

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