Bus150 - 11 June Class Notes

Bus150 - 11 June Class Notes - Chapter 3: Understanding...

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Chapter 3: Understanding Equal Opportunity and the Legal Environment 11 June 2009 Griggs v. Duke Power: this decision placed a heavy burden of proof on the employer in an employment discrimination case making it more difficult for an employee to win a discrimination case => burden of proof Equal Employment Opportunity Commission (EEOC) – sexual harassment regulations were adopted Fair Employment: the goal of EEO legislation and regulation is a situation in which employment decisions are not affected by legal discrimination Affirmative Action – a strategy intended to achieve fair employment by urging employers to hire certain groups of people who were discriminated against in the past Race, sex, religion, national origin, color, age, disability Americans with Disabilities Act (ADA) – primarily intended to increase the possibility of employment for people with physical/mental disabilities Equal Pay Act (1963) – the law requires the same pay for men and women who do the same job in the same organization It does not prohibit the use of merit pay and companies are permitted to pay for difference in quantity and quality of production. Seniority plans are also exempted Any factors other than sex may be used to justify different pay rates Title VII: section of the Civil Rights Act of 1964 that applies to employment decisions mandates that employment decisions not be based on race, color, religion, sex, or national origin Protected class – a group of people who suffered discrimination in the past and who are given special protection by the judicial system African Americans, Latinos, Native Americans, Asian Americans, and women
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This note was uploaded on 09/08/2010 for the course BUS 150 at San Jose State University .

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Bus150 - 11 June Class Notes - Chapter 3: Understanding...

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