ECE _DSST _ Human Resource MGMT

The two main approaches to disciplinary action are

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The two main approaches to disciplinary action are positive and progressive discipline. Positive discipline is also known as nonpunitive discipline. This method requires cooperation from the supervisor and employee to solve the discipline problem as quickly as possible, with the employee bearing all the responsibility for the correction. Progressive discipline is a method of disciplining employees by motivating them to correct the behavior themselves by applying just the right amount of corrective action after each infraction; although the amount of corrective action will increase progressively if the employee does not improve his or her behavior. The employee is encouraged through the corrective action to modify their behavior. They will be made aware of the consequences if they do not. Typically, the employee is given an oral warning after the first infraction. This then progresses to a written warning, suspension and then finally, termination. Alternative dispute resolution (ADR) procedures such as step-review, open-door system, ombudsman system, arbitration and mediation are becoming increasingly common as a means of offering employees fair treatment in the workplace. Mediation requires an impartial neutral person to arrive at a compromise solution in employment disagreements.   Employment Law Equal opportunity employment laws are designed to amend social problems and shield a group in our society called the protected classes. The individuals in the protected classes are made up of women, minority races, older persons and those with disabilities.
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The Equal Pay Act of 1963 prohibits discrimination in wages, benefits and pensions based on a worker's gender. When two workers of different genders are doing a job that requires basically the same skills, effort and responsibility , then this is considered as equal work and both workers must be paid at the same rate. Skills, effort, and responsibility are the criteria used to determine if work is equal. Seniority systems, merit and incentive pay plans do not breach the Equal Pay Act unless they are based on a worker’s gender or operate to discriminate against a particular gender. It is entirely reasonable to operate a compensation scale based on a seniority system and hence it is a permitted exception under the Act. Title VII of the Civil Rights Act of 1964 outlaws discriminatory practices in all aspects of employment including hiring, training, pay, promotion, employee benefits and all other conditions of employment. Title VII of the Civil Rights Act of 1964 specifically outlaws discriminatory practices in employment. According to Title VII of the Civil Rights Act, discrimination based on race, color, religion, gender or national origin is prohibited. The Civil Rights Act (1964) does allow employers to promote a man over a woman if the decision was based on the man’s better qualifications .
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