equal opportunity employment

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Chapter 3Equal Opportunity Employment

Fundamentals of Human Resource ManagementEighth Edition

DeCenzo and Robbins


Introduction

• Government legislation affects all HRM functions

• State and municipal laws impact HRM, as well as the Federal laws


Civil Rights Act of 1964

• prohibits discrimination in:– hiring– compensation– terms, conditions or privileges of employment

• based on:– race– religion– color– gender– national origin

• Applies to any organization with 15 or more employees.



– demonstrated that selection criteria must be directly relevant to the job.

• Equal Employment Opportunity Act (EEOA)– Granted enforcement powers to the EEOC

• Equal Employment Opportunity Commission (EEOC)– The arm of the federal government

empowered to handle discrimination in employment cases



– Reflect the basis that white males made up the majority of workers

– Companies in the 70’s were still growing and could accommodate more workers

– Minorities should be hired to correct past discrimination

– Legal and social coercion were necessary to bring about change

• Involves:– analyzing current work force demographics– establishing goals and timetables for correcting

imbalances


• Controversy and criticism of preferences in employment for protected groups is causing legislative bodies to take a second look at Affirmative Action.

• Adverse (disparate) impact– occurs when there is a greater rejection rate in an

occupation for a protected group (those protected under discrimination laws) than for the majority group.

• Adverse (disparate) treatment– occurs when members of a protected group are

treated differently than other employees.


Laws Affecting Discriminatory Practices

– Prohibits discrimination on the basis of religion, color, and national origin

• Affects– Federal agencies– Those working under federal contracts



• Age Discrimination in Employment– protects those 40 and older– eliminates mandatory

retirement and the random replacement of older workers with younger workers

– provides for oversight in pension and benefit issues



• The Americans with Disabilities– Extends protection of Vocational

Rehabilitation Act to most forms of disability status (contagious diseases).

– Requires companies to make reasonable accommodations for qualified applicants and employees.

– Covers private companies and all public service organizations.



– Prohibits discrimination based on:• Political affiliation• Marital status• Physical handicap


Responding to an EEO Charge

• Business Necessity– the right to expect

employees to perform successfully

– shown by demonstrating that selection criteria are job-related


HRM in a Global Environment

• Laws affecting Human Resource Management vary greatly by country.

• Canadian laws closely parallel those in the U.S.

• In Mexico, employees more likely to be unionized.

• Australia’s discrimination laws not passed until the 1980s


Current Issues in Employment Law

• Are Women Reaching the Top of Organizations?– Comparable worth - determining fair pay for both

female-oriented jobs and male-oriented jobs based on comparable skill, effort, and responsibility.

– Glass ceiling - lack of women and minority representation at the top levels of organizations.

– has glass ceiling initiative. • Promotes career development

for women and minorities.• Looks for such in its audits.

equal opportunity employment

Recruiting & HR