Changing to contingent workers: get rid of stigma Title Vll Title VII of the 1964 Civil Rights Act (as amended in 1972) It shall be unlawful employment practice for an employer; To fail or refuse to hire or to discharge an individual or otherwise to discriminate against and individual with respect to his or her compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin. To limit, segregate, or classify his or her employees or applicants for employment in any way that would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his or her status as an employee, because of such individual’s race, color, religion, sex, or national origin. Uniformed Services Employment and Reemployment Rights Acts: intended to minimize the disadvantages to an individual that occur when that person needs to be absent from his or her civilian employment to enter the service and makes improvements in protecting service members rights and benefits by clarifying the law and improving enforcement mechanisms, it also provides employees with Department of Labor assistance in processing claims Use of employment application forms: most common tool used by employers to screen candidates. Validity of the interview proccess: refers to the confidence you have in the meaning attached to the scores. Whether or not it is job related Interviews are not the most efficient methods of assessing job knowledge and cognitive ability. An interview is a procedure designed to solicit info form person’s responses and is designed to predict future job performance. Veteran’s Benefit Improvement Act of 2005: requires all employers to notify employees of their rights and responsibilities under the Uniformed Services Employment and Reemployment Rights Act of 1994.
Vietnam Era Veteran’s Readjustment Assistance Act Vietnam veterans receive protected group status for four years after their discharge. Vocational Rehabilitation Act: • Requires all employers holding federal contracts of $25,000 or more to employ “qualified” individuals with disabilities and to make “reasonable accommodations” as needed. • Companies holding federal contracts of $50,000 or more must also file a written affirmative action report annually with the EEOC. • Considers a person to have a disability if he or she has either a physical or mental impairment, has a record of such impairment, and/or is viewed by others as having such an impairment. • It does not require that an unqualified candidate be hired Drug Free Workplace Act: • Does not mandate a drug-free work environment for all private employers. • Requires that federal contractors establish policies and procedures to prohibit drug abuse and make a good faith effort to sustain drug-free working environments.
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- Fall '14
- Equal Employment Opportunity Commission