ch03_Legal & Ethical

ch03_Legal & Ethical - Fundamentals of Human Resource...

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Fundamentals of Human Resource Management 9e, DeCenzo and Robbins Chapter 3 Equal Employment Opportunity Fundamentals of Human Resource Management Ninth Edition DeCenzo and Robbins
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Fundamentals of Human Resource Management 9e, DeCenzo and Robbins Introduction Government legislation affects all HRM functions State and municipal laws impact HRM, as well as the Federal laws
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Fundamentals of Human Resource Management 9e, DeCenzo and Robbins Laws Affecting Discriminatory Practices Legislation prohibiting discrimination on the basis of race, sex, and national origin before the 1964 Civil Rights Act Civil Rights Act of 1866 Fourteenth Amendment to the Constitution
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Fundamentals of Human Resource Management 9e, DeCenzo and Robbins Laws Affecting Discriminatory Practices
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Fundamentals of Human Resource Management 9e, DeCenzo and Robbins Civil Rights Act of 1964 Title VII prohibits discrimination in: hiring compensation terms, conditions or privileges of employment based on: race religion color sex national origin Applies to any organization with 15 or more employees.
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Fundamentals of Human Resource Management 9e, DeCenzo and Robbins Civil Rights Act of 1964 Griggs v. Duke Power Company (1971) demonstrated that selection criteria must be directly relevant to the job. Equal Employment Opportunity Act (EEOA) Granted enforcement powers to the EEOC Equal Employment Opportunity Commission (EEOC) The arm of the federal government empowered to handle discrimination in employment cases
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Fundamentals of Human Resource Management 9e, DeCenzo and Robbins Civil Rights Act of 1964 Affirmative Action Reflect the 1972 premise that white males made up the majority of workers Companies in the 70’s were still growing and could accommodate more workers Minorities should be hired to correct past prejudice Legal and social coercion were necessary to bring about change Involves: analyzing current work force demographics establishing goals and timetables for correcting imbalances
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Fundamentals of Human Resource Management 9e, DeCenzo and Robbins Civil Rights Act of 1964 Controversy and criticism of preferences in employment for protected groups is causing legislative bodies to take a second look at Affirmative Action. Adverse (disparate) impact occurs when there is a greater rejection rate in an occupation for a protected group (those protected under discrimination laws) than for the majority group. Adverse (disparate) treatment occurs when members of a protected group are treated differently than other employees.
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Fundamentals of Human Resource Management 9e, DeCenzo and Robbins Laws Affecting Discriminatory Practices Executive Order (E.O.) 11246 Prohibits discrimination on the basis of religion, color, and national origin Affects Federal agencies Those working under federal contracts Executive Order (E.O.) 11375 Added sex-based discrimination
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This note was uploaded on 12/28/2010 for the course MGMT 410 taught by Professor Ellet during the Spring '10 term at DeVry Columbus North.

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ch03_Legal & Ethical - Fundamentals of Human Resource...

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