Chapter - 2006, Educational Institute Chapter 1 Employment...

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Unformatted text preview: 2006, Educational Institute Chapter 1 Employment Laws and Applications 2006, Educational Institute 2 Competencies for Employment Laws and Applications 1. Describe the EEOC and distinguish between EEO laws and affirmative action. 2. Define Discrimination 3. Describe the evolution of EEO legislation from the 1960s through today. 4. List major areas of EEO abuse and litigation, and identify critical EEO issues regarding women and older workers. 5. Define disability , and describe the Americans with Disabilities Act (ADA) and its implications for human resource managers at hospitality operations. 6. Understand Sexual Harassment and what to do if you receive a complaint. 7. Understand the importance of Diversity and the changing workforce. 2006, Educational Institute 3 Three Principal Roles of the EEOC Referring violation charges to state/local agencies Issuing guidelines for Title VII compliance Analyzing patterns of compliance/discrimination 2006, Educational Institute What is Discrimination? Really anytime you make an employment decision (hire, train, promote or terminate) based on someones race, religion, national origin, sex, age, disability status or color you are discriminating. 4 2006, Educational Institute Departments of Labor and Homeland Security Department of Labor interprets labor laws Department of Homeland Security- Border security, preparedness, response, recovery, counterterrorism and immigration. 5 2006, Educational Institute Affirmative Action Affirmative action represents an obligation employers have to hire members of protected groups to overcome past discriminatory practices. Only employers with Federal and State contracts are required to have AAPs. 6 2006, Educational Institute EEO Legislation The Equal Pay Act It requires that men and women working for the same organization be paid the same rate of pay for work that is substantially equal. 7 2006, Educational Institute EEO Legislation Title VII of the Civil Rights Act of 1964 Bars discrimination on the basis of race, sex, religion, color, and national origin. California sexual orientation, pregnancy. Company Policy can expand protections even more. 8 2006, Educational Institute Violations of Title VII Disparate treatment If an employer treats one individual differently from others because of the persons race, sex, color, religion, national origin, or other characteristic. Disparate impact If an employer doesnt intend to discriminate, but does something that disadvantages more members of one group than another. 9 2006, Educational Institute EEO Legislation Age Discrimination in Employment Act Bars discrimination against people over 40....
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This note was uploaded on 10/08/2011 for the course HTM 560 taught by Professor Staff during the Spring '11 term at S.F. State.

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Chapter - 2006, Educational Institute Chapter 1 Employment...

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