discrimination 2013 slideshare

C o u r s e D e m o

DEMO

C o u r s e D e m o

The following slides are a sample of a demo course available for free at:

http://bit.ly/162pf9OThe demo has the full content and audio, and is mobile/tablet friendly.

http://bit.ly/162pf9O

http://bit.ly/162pf9O

A b o u t

Discrimination and the Law

Target Audience: HR professionals, managers, supervisorsProgram Level: EntryPrerequisites: None requiredAdvanced Preparation: None required

Author: Learning4Managers.comPublisher: myTraining2go.com© 2013 Accolade Institute, Inc. All Rights Reserved

N a v i g a ti o n O v e r v i e w L a u n c h C o u r s e

Launch

A b o u t

How do I begin this course?Click on Launch Course on the menu bar or the Launch icon at the bottom of the page.

How and when can I take this course?This course is can be completed anytime with your pc and is optimized for digital tablets.

How do I move from page to page in this course?Navigation to each section is done by clicking the titles within the top menu bar.

Navigation to each key outcome is done by clicking on the buttons.

Navigation to each page is done by clicking the back or next arrows


Launch

A b o u t N a v i g a ti o n O v e r v i e w L a u n c h C o u r s e

A b o u t

Discrimination and harassment in the workplace are illegal in the United States, unethical, and unacceptable. You can make a significant impact on the culture of your company to prevent these behaviors and legally prohibited practices. Ultimately, you can contribute to creating a positive work environment!

The diverse American workforce can present great opportunities and enrichment to the workplace. Our diversity also presents some unique challenges. This course addresses the complex realities of the current workforce and advocates for protection in the workplace.


Launch

“

”

Watch the walls come down, whether it’s in the

South or on Wall Street. When the walls come

down, what do we find? More markets, more

talent, more capital, and growth. Which means

that race and sex discrimination stunt economic

growth. It’s not good for capitalism. It’s not good

for America’s growth. And it’s not morally right.

-Jesse Jackson

next


K e y O u t c o m e s f o r L e a r n e r s

OutcomesKEY

#1Know your responsibility in adhering to discrimination regulations

OutcomesKEY

#2Know trusted resources

OutcomesKEY

#3Identify situations requiring response

OutcomesKEY

#4Handle common situations appropriately

OutcomesKEY

#5Institute prevention efforts

Can you identify which one of these is not a basis for discrimination according to Federal Law?

National origin

Sex

Age

Individuality

Religion

Equal pay

Can you identify which one of these is not a basis for discrimination according to Federal Law?

National origin

Sex

Age

Individuality

Religion

Equal pay

Individuality is not a protected status under the current federal law

NEXT

Discrimination

Unfair treatmentHarassmentDenial of reasonable accommodationsRetaliation

Outcome #1

KEY

D e fi n i ti o n T h e L a w P o s t e d N o ti c e s C o u r s e H o m e

Know Your ResponsibilitySex Age

Discrimination

Religion

Disability

Color/Race Genetic Information

National Origin

Unfair treatment, harassment, denial of reasonable accommodations, and retaliation because of: Race or Color

Outcome #1

KEY


Know Your Responsibility

This includes one’s race, skin color complexion, personal characteristics of a particular race, and one’s connection with a race-based organization or group, or an organization or group that is generally associated with people of a certain color.

Discrimination can occur when employer actions are based on any racial or color information about an applicant, employee, and the family members of applicants or employees. Discrimination can occur when the victim and the person who inflicted the discrimination are the same race or color.

Sex Age

Discrimination

Religion

Disability


National Origin

Unfair treatment, harassment, denial of reasonable accommodations, and retaliation because of: Sex

Outcome #1

KEY



This includes gender and pregnancy status of an applicant or employee. Additionally, this type of discrimination can occur when employer actions are based on connection with an organization or group that is generally associated with people of a certain sex.

Note: Other protections for mothers ensure that employers provide “reasonable break time for an employee to express breast milk for her nursing child for 1 year after the child’s birth each time such employee has need to express the milk” in “a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk.”(Patient Protection and Affordable Care Act PPACA)

Sex Age

Discrimination

Religion

Disability


National Origin

Unfair treatment, harassment, denial of reasonable accommodations, and retaliation because of: Age

Outcome #1

KEY



Age discrimination can occur when employer actions are based on the age of the applicant or employee.

Discrimination can occur when the victim and the person who inflicted the discrimination are both over 40.

Sex Age

Discrimination

Religion

Disability


National Origin

Outcome #1

KEY



1963Equal Pay Act of 1963 (EPA)

1964Title VII of the Civil Rights Act (Title VII)

1967Age Discrimination in Employment Act (ADEA)

1973Sections 501 and 505 of the Rehabilitation Act

1986The Immigration Reform and Control Act (IRCA)

1990Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA)1991Civil Rights Act

2008Title II of the Genetic Information Nondiscrimination Act (GINA)

Tip: There may also be local and state laws that are applicable.Check with legal counsel about local and state regulations.

1978Civil Service Reform Act

Outcome #1

KEY

Equal Pay Act of 1963 (EPA)

This Act protects men and women who perform substantially equal work in the same establishment from gender-based wage discrimination.


Know Your ResponsibilityBack to timeline

Outcome #1

KEY

Title VII of the Civil Rights Act of 1964 (Title VII)

This portion of the Act established the Equal Opportunity Employment Commission or EEOC. It also prohibits employment discrimination based on race, color, religion, sex, or national origin.

Back to timeline



Civil Rights Act of 1991

Among other things, provides monetary damages in cases of intentional employment discrimination.

Outcome #1

KEY


Back to timelineKnow Your Responsibility

Outcome #1

KEY

Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation. Such notices must be accessible, as needed, to persons with visual or other disabilities that affect reading.



NEXT

Outcome #2

KEY

A D A E n f o r c e m e n t C o n t a c t C o u r s e H o m e

Know Trusted Resources

Individual with a Disability Qualified

Reasonable Accommodation Undue Hardship

Note: Federal employees and applicants are covered by the Rehabilitation Act of 1973, instead of the Americans with Disabilities Act. The protections are mostly the same.

Americans with Disabilities Act

Outcome #2

KEY



Americans with Disabilities Act Definitions

Individual with a Disability



Outcome #2

KEY




Qualified



Outcome #2

KEY




Reasonable Accommodation



Outcome #2

KEY




Undue Hardship



Enforcement Pertaining to Health Coverage

The Departments of Labor, Health and Human Services and the Treasury have responsibility for issuing regulations for Title I of GINA, which addresses the use of genetic information in health insurance.

Outcome #2

KEY



Limits Exist on Filing Complaints

In order for an employer to be required to comply with nondiscrimination laws, they must have a minimum number of employees. This number varies by each law.

Time limits exist for filing a charge against an employer. These limits vary by employer.

For more information on filing a charge, contact EEOC directly.

Outcome #2

KEY



http://www.eeoc.gov/employees/charge.cfm

Resources Reference Sheet

Outcome #2

KEY



Click to Download

NEXT

You overhear a new supervisor talking about not wanting to promote an employee. The supervisor states her reason for not promoting him is because “a man his age simply could not understand a department full of women like ours.”

Sex and Equal Pay

Sex and Age

Age and Equal Pay

Which types of discrimination do you review with this new supervisor?

You overhear a new supervisor talking about not wanting to promote an employee. The supervisor states her reason for not promoting him is because “a man his age simply could not understand a department full of women like ours.”

Sex and Equal Pay

Sex and Age

Age and Equal Pay

Which types of discrimination do you review with this new supervisor?

The supervisor requires additional training on Age and Sex Discrimination

NEXT

Outcome #4

KEY

B r o o k e D o n A n d r e C r a i g

Here each HR manager is faced with a common situation. See how each will respond appropriately.

Handle Situations Appropriately

Broo

ke

Andr

e

Don

Crai

g

Outcome #4

KEY


Brooke, our new employee has requested a ramp be built for her to be able to enter our building. She said stairs are too difficult for her to handle due to her disability. What do you think? I am not sure we have the budget for that.

Our CEO will be more than happy to offer reasonable accommodations to our employees with disabilities in our building. Plus we have a group of volunteers that will be happy to help us build the ramp for her. Let’s get a plan together.


Outcome #4

KEY



Don, I checked with the other sales consultants, and they tell me our customers are mostly males who really like working with female consultants who are single. Can you make sure the next consultant hired is a single female?

I am afraid it doesn’t work like that. Let me meet with your team next week to do a refresher on discrimination practices and hiring.


The Office of Special Counsel (OSC) and the Merit Systems Protection Board (MSPB) are the primary enforcers of all federal discrimination laws.

True

False

Is this statement True or False

The Office of Special Counsel (OSC) and the Merit Systems Protection Board (MSPB) are the primary enforcers of all federal discrimination laws.

True

False

Is this statement True or False

False. The U.S. Equal Employment Opportunity Commission (EEOC) enforces most of the discrimination laws.

Outcome #5

KEY

Tr a i n i n g P o l i c y A c ti o n C o u r s e E n d

Institute Prevention Efforts

C u l t u r e

NEXT

Like us on Facebook https://www.facebook.com/Learning4Managers?ref=hlFollow us on Linkedin http://www.linkedin.com/company/learning4managers.comAnd Twitter https://twitter.com/L4Managers

http://www.facebook.com/Learning4Managers

https://www.facebook.com/Learning4Managers?ref=hl

http://www.linkedin.com/company/239190

http://www.linkedin.com/company/learning4managers.com

https://twitter.com/l4managers

https://twitter.com/L4Managers

https://twitter.com/L4Managers

Outcome #5

KEY

Tr a i n i n g P o l i c y A c ti o n C o u r s e E n dC u l t u r e

Share this and otherLearning4Mangers’courses

https://mytraining2go.com/dir/products-page/

Institute Prevention Efforts

NEXT

https://mytraining2go.com/dir/products-page/

C o u r s e E n d

You have completed


discrimination 2013 slideshare

Business

keyd e f i n i t i o

c o u rs e d e

ga t i o n o v e r

u n c h c o u r s e

lawke y o u t c o

r n e rs

b o u tdiscrimination

b o u thow