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Unformatted text preview: Chapter 11 Learning Outcomes 1- Explain how different employment laws affect human resource practice. The main employment laws that affect human resource practice are: Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964, Age Discrimination in employment Act of 1967, Pregnancy Discrimination of 1978, Americans with Disabilities Act of 1990, Civil Rights Act of 1991, Family and medical Leave Act of 1993, Uniformed Services Employment and Reemployment Rights Act of 1994. Equal Pay Act of 1963 prohibits unequal pay for males and females doing substantially similar work. Title V I I of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of race, color, religion, gender, or national origin. Age Discrimination in employment Act of 1967 prohibits discrimination in employment decisions against persons age 40 and over. Pregnancy Discrimination of 1978 prohibits discrimination in employment against pregnant woman. Americans with Disabilities Act of 1990 prohibits discrimination on the basis of physical or mental disabilities. Civil Rights Act of 1991 strengthened the provisions of the Civil Rights Act of 1964 by providing for jury t rials and punitive damages. Family and medical Leave Act of 1993 permits workers to take up to 12 weeks of unpaid leave for pregnancy and/or birth of a new child, adoption or foster care of a new child, illness of an immediate family member, or personal medical leave. Uniformed Services Employment and Reemployment Rights Act of 1994 prohibits discrimination against those serving in the Armed Forces Reserve, the National Guard, or other uniformed services guarantees that civilian employers will hold and then restore civilian jobs and benefits for those who have complete uniformed service....
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- Spring '11