Affecting Discriminatory Practices 12 • The 1972 Equal Employment Opportunity Act (EEOA) Ø enforced the 1964 Civil Rights Act Ø established the Equal Employment Commission (EEOC) Ø expanded scope of civil rights protection to employees of state and local governments, education, and labor Ø introduced affirmative action (Exec. Order 11246)
Affecting Discriminatory Practices 13 • 1967 Age Discrimination in Employment Act (ADEA) Ø protects people 40-65 Ø stopped companies from requiring mandatory retirement at any age
Affecting Discriminatory Practices 14 • The Pregnancy Discrimination Act of 1978 Companies may not Ø fire a female employee for being pregnant Ø refuse positive treatment based on pregnancy Ø deny insurance coverage to women Companies must Ø offer pregnancy leave (typically 6-10 weeks) Ø offer returning employee a similar job should the exact one be unavailable upon return
Affecting Discriminatory Practices 15 • Americans with Disabilities Act (ADA) of 1990 Ø extends protection and reasonable accommodations to those with a disability Ø defines disabled as a person who: 1. has a physical or mental impairment that substantially limits one or more life activities 2. has a history or record of such impairment 3. is perceived by others as having such impairment Covers not only those with mobility and communication disabilities, but those with HIV/AIDS and intellectual disabilities.
Affecting Discriminatory Practices 16 • The Civil Rights Act of 1991 Ø reinforced the 1964 Act, as a number of Supreme Court cases over the years weakened it Ø included the Glass Ceiling Act and established the Glass Ceiling Commission to study management practices First time such an act allowed individuals to sue for punitive damages.
Affecting Discriminatory Practices 17 • The Family and Medical Leave Act of 1993 Ø allows employees to take up to 12 weeks of unpaid leave in a 12-month period for family matters Ø employees must 1. live within a 75-mile radius 2. have worked at least 1,250 hours in the past 12 months 3. work for a company that employs at least 50 workers FMLA difficulties for HR: defining conditions sufficient to take leave, staffing problems that result, and timing of leave notification.
Fill-in-the-blanks 18 1. The 1964 Civil Rights Act, Title VII, protects individuals on the basis of ____, _____, ________, _____, and ______. race, color, religion, sex, national origin 2. The Equal Opportunity Employment Act established the _____. EEOC 3. The Civil Rights Act of 1991 included the _____ Act. Glass Ceiling 4. The 4/5ths Rule: number of minority members hired must equal at least ___ percent of the majority members in the population hired. 80 5. With ______, companies argue job relatedness in responding to accusations of discrimination in hiring. business necessity 6. The 1971 Supreme Court case _____v.______ ruled that tests must fairly measure the skills and knowledge required for a job. Griggs v. Duke Power Company 7. The EEOC defines sexual harassment as creating an ______. intimidating, offensive, or hostile environment
Let’s Play Jeopardy-style!
You've reached the end of your free preview.
Want to read all 36 pages?