The Equal Employment Opportunity Commission

To resolve the disparate impact and to alleviate any discrimination all hiring managers must complete training in Equal Opportunity and diversity, this will emulate the best staffing practices by eliminating general barriers and bias, and reduce chances of unintentionally or intentionally discrimination in staffing. A recommendation to establish

Legislation by state and federal arms of government has made discrimination in workplaces illegal. This piece of legislation goes further to stipulate the rights and responsibilities of both the subordinates and their employers in the workplace. This legislation aims to bring sanity in the workplace by ensuring that both groups are accountable.

Over the last several decades, workplace issues have become an area of controversy for most employers. This is because the regulations surrounding what practices are considered to be discriminatory have increased dramatically. To enforce these issues, the Equal Opportunity Employment Commission (EEOC) is playing a central role in making employers follow these provisions of the law. A recent example of this occurred, with the case EEOC v. HCS Medical Staffing Inc.

* Equal opportunities – this sets out how the organisation ensures there is no discrimination in the work place

The EEOC carries out its work at headquarters and in 50 field offices throughout the United States. Individuals who believe they have been discriminated against in employment begin the processes by filing administrative charges. Individual Commissioners may also initiate charges that the law has been violated. Through the investigation of charges, if the EEOC determines there is "reasonable cause" to believe that discrimination has occurred, it must then seek to conciliate the

This gives the employees a level ground for all to work in since no one, after coming from work, can be prejudiced by the people around him or her. In addition, the society can give a chance to voice the people who are treated badly and try to be understood. If I were the CEO, I would implement policies like training. This will ensure that all the workers are familiar with discrimination laws. Another policy I would put up is like sticking to the job requirement when hiring. It ensures that the person working is equipped with the right requirements and was not chosen on the basis of any other factor except the job requirements. It also protects the company from discrimination lawsuits, (Osborne,

Companies operating in the United States need to be in compliant with Equal Employment Opportunity Commission (EEOC) regulations. There are many laws that are governed by EEOC regulations but in this paper, I will review Title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act (ADEA). I will apply these two laws to the Gelato company hiring practice operating out of Heartland Corners, U.S.A. With the data I have, I will evaluate if Gelato is in compliant with the Title VII of the Civil Rights Act of 1964 for hiring black and other minority groups in the

Throughout the U.S. Equal Employment Opportunity Commission's (EEOC) 50 years of existence they have maintained focus on eliminating illegal discrimination from the workplace. President Franklin D. Roosevelt signed the order 8802 which prohibits companies under government contracts from joining in employment discrimination because of color, race, or national origin. This order was signed on the eve of WWII which was in June of 1941. This was the first presidential action was even taken to keep employment discrimination from happening by private companies that held government contracts. Dr Martin Luther King JR. selected Birmingham, Alabama as the location to continue advocating for civil rights. In April of 1963 local law enforcement attacked

Francois also intended to design and implement a staffing policy and train managers on the requirement of the Employment Equity Act. This is one of the most important characteristics since minorities are particularly sensitive to discrimination and harassment (Cox, 1994). A workplace that practices and demonstrates equal rights treatment will gain a reputation for being fair and honest and will have greater chance of attracting a diverse workforce than one that is not.

Equal Employment is giving the same employment opportunity to everyone without bias or discrimination because of race, religion, color or gender. Because of the importance of managing the practice of the federal government has established a Equal Employment Opportunity Commission (EEOC). This agency along with some others are responsible for ensuring organization abide by the law. What happens with the gray areas that organizations can finagle its way. In the case study of Cracker Barrel the gray area was found in the hiring of homosexuals. The homosexuals did not have a law that protect them from such discrimination, but that does not make it right.

In 1941, president Franklin D. Roosevelt signed executive order 8802. Order 8802 prohibited government contractors from engaging in employment discrimination based on race, color, or national origin. This signed executive order was the first ever step to end employment discrimination. Executive order 9981 signed by president Harry S. Truman in 1948, ordered the desegregation of individuals within the armed forces. The document required the equality of treatment and opportunity within the military without regard to color, race, and national origin.

The EEOC established in 2965 as part of the landmark 1964 Civil Rights Act extends discrimination and harassment protections to uncovered groups in the workplace.

The Workplace Discrimination Prevention Manual written by author and attorney, David A. Robinson, is a book that will help guide and educate employers on preventing them from making many familiar types of illegal discrimination acts that goes on in the workplace. This manual demonstrates helpful tips to prevent companies from facing discrimination lawsuits, as well as making sure that employers have a clear understanding of what should or should not take place when it comes down to discrimination. The manual also hold value too many of those who are members of the business profession, such as managers, executives, lawyers, business students, law students, or just entrepreneurs in general who are wanting to run a successful, productive, and

Supports the principle that individuals are entitled to workplace environment that is free from any form of discrimination and discriminatory

The Institute provides equal employment opportunities (EEO) in all our employment practices to all employees and applicants for employment without regard to race, color, religion, national origin, gender, age, sexual orientation, gender identity, disability, genetic information, marital status, military status, or any other category protected by federal, state, or local laws. This includes prohibiting unlawful discrimination against those associated with or perceived to belong to a protected class, whether or not an employee actually falls into such class. The Institute 's EEO practices are upheld in every location that it operates and in all aspects of the employment relationship,