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ch03-10 - Chapter 3 Equal Employment Opportunity...

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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 3 Equal Employment Opportunity
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Introduction Almost every U.S. organization, public and private, must abide by the 1964 Civil Rights Act its 1972 amendment other federal laws regulating employment State and municipal laws may go beyond federal laws .
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Laws Affecting Discriminatory Practices The 1866 Civil Rights Act prohibited discrimination in employment based on race and color. White males have used it to argue reverse discrimination in court cases .
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Laws Affecting Discriminatory Practices The 1964 Civil Rights Act outlawed racial segregation and discrimination in employment, public facilities, and education Title VII covers hiring, promotion, dismissal, benefits, compensation or any other terms, conditions, or privileges based on race, religion, color, gender, or national origin Organizations must have at least 15 employees to be covered. Video: Robert Johnson: Diversity at the Top
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Laws Affecting Discriminatory Practices The 1972 Equal Employment Opportunity Act (EEOA) enforced the 1964 Civil Rights Act established the Equal Employment Commission (EEOC) expanded scope of civil rights protection to employees of state and local governments, education, and labor introduced affirmative action
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Laws Affecting Discriminatory Practices 1967 Age Discrimination in Employment Act (ADEA) protects people over age 39 stopped companies from requiring mandatory retirement at any age uses four criteria to determine discrimination whether: 1. the employee is part of a protected group 2. adverse employment action was taken 3. worker was replaced by a younger worker 4. worker was qualified for the job
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Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Laws Affecting Discriminatory Practices The Pregnancy Discrimination Act of 1978 Companies may not fire a female employee for being pregnant refuse positive treatment based on pregnancy deny insurance coverage to women Companies must offer pregnancy leave (typically 6-10 weeks) offer returning employee a similar job should the exact one be unavailable upon return
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