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Mid 1980s massive layoffs late 1980s stocks crashed

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Unformatted text preview: as the basis for employment decisions  Beginning of class action suits  HR spets evolved including safety and benefit groups in 5/12/13 HR  HR (“Personnel”) increased in importance and visibility 26 1980s: Layoffs and Individual Rights  Acceleration of union decline  1981: Reagan fired striking air traffic controllers.  Mid 1980s: Massive layoffs  Late 1980s: Stocks crashed and economy worsened.  1986: Consolidated Omnibus Budget Reconciliation Act (COBRA) offered some protection to employees who lost their jobs and medical benefits. 27 1980s, cont.  1989: Worker Adjustment and Retraining Notification Act required employers to give 60 days notice of impending layoffs.  Emergence of individual rights movement—erosion of the atwill doctrine.  HR departments had to manage layoffs, mergers, foreign competition as well as lead labor-management programs such as quality circles and TQM. 28 1990s: Older Workers, Disability, Family Leave  Early 1990s: Significant downsizing  1990: Older Workers Benefit Protection Act ensured that older workers were protected from benefit discrimination.  1990: Americans with Disabilities Act  1993: Family and Medical Leave Act (FMLA) guaranteed up to 12 weeks unpaid leave with a return to the same or equivalent job. 29 1990s, cont.  1991: Amendment to Title VII of Civil Rights Act allowed punitive damages resulted in rise in discrimination litigation and alternate dispute resolution.  HR responsible for monitoring the organization’s response to the laws. 30 Early 2000’s  2008: Genetic Information Non-discrimination Act prohibits discrimination based on genetic information in health insurance and employment  2009: Lilly Ledbetter Fair Pay Act extended the 180 day limit from the day the pay differential began to the day of the last paycheck based on the discriminatory practice. 7 and alternate dispute resolution.  HR responsible for monitoring the organization’s response to the laws. 5/12/13 30 Early 2000’s  2008: Genetic Information Non-discrimination Act prohibits discrimination based on genetic information in health insurance and employment  2009: Lilly Ledbetter Fair Pay Act extended the 180 day limit from the day the pay differential began to the day of the last paycheck based on the discriminatory practice. 31 Where we are today  Unions now represent only 12.5% of the nonagricultural workforce  At-will laws have receded in significance  Workplace has evolved into heavily regulated environment.  Shift from a manufacturing to a service economy  Increasing numbers of women and minorities in the workforce 32 Today, cont.  More reliance on contingent workforce  Lack of employee loyalty  Threat of class action lawsuits  Raised awareness of sexual harassment policies and training 33 What’s Next?  Continuing trend for major collective action settlements  Continued clarification of ADA and reasonable accommodation  Increasing use of arbitration to avoid costly court action  New policies and procedures for an off-site...
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