Equal Employment Opportunity Commission

reflect on Equal Employment Opportunity and a brief description of each law: 1. Civil Rights Acts of 1964 - EEO (Equal Employment Opportunity Law) it is illegal to discriminate against employees based on race, color, age, nationality, etc. a. Pregnancy Discrimination Act: it is illegal to discriminate against a women based on her pregnancy status, illness due to child-bearing, child-birth, etc. 2. Equal Pay Act of 1963 - it is illegal to pay different amounts to men and women for performing equal jobs

packages olives at a processing plant in Potterville, CA. Each of the witnesses interviewed within this investigation were Office Manager Jessica McClellan and Supervisors, Jose Gonzalez and Jovany Villanueva who each verified the claimants full-time employment and duties required of the claimant at Armstrong Olives, Inc. Each of the witnesses alleges the claimants work was described as a non-sedentary positon where she would scoop olives by hand and putting them into glass jars on a conveyor belt where

medical history, payroll deduction forms, employee handbook, employment eligibility, and driver’s safety forms. On the personnel action form, three check boxes were available in which the “other” box was checked, and

Human Resources Management (HRM) is people who work in an organization. The manager is a person who manages people, leads, facilitates and provide tools for the organization. HRM sets strategic processes and procedures, run difficult and complex communication as the organization attracts the best talents from the recruiting process. Human resources management is where everything begins and ends for an individual and the organization. Meaning, it’s where total processes are created for the organization

2012). Although Lewiston’s actions were not severe the actions were still unwanted, therefore, Lewiston was let go because Gilbury was unable to perform her job. Snell, S., & Bohlander, G. (2012). Equal Employment Opportunity and Human Resource Management. In Managing Human Resources (16th ed.). Manson: Cengage Learning. Question #3 If you were the district’s EEOC officer, what would you conclude? What disciplinary action, if any, would you take? Analysis:

but what should be used and what is off limits and how valuable is the information? Employers are not prohibited from learning protected class information, but they are prohibited from considering protected class information when making hiring and employment decision (Mooty, 2013). As an employer it is difficult to prove that learned information did not affect your decision, so it is best to prevent learning protected class information if possible. There have not been enough studies to concretely state

Congress passed the Equal Pay Act this law made it illegal to pay women lower wage rates for the same job strictly based on their sex. Before that, separate job listings for men and women advertised in newspapers with different pay scales for the same jobs with the highest-level jobs advertising for men only. Subsequently, two important court cases, Schultz vs. Wheaton Glass (1970) which ruled jobs only need to be substantially equal and not identical to be protected under the Equal Pay Act and Corning

careful consideration of the lawsuits presented in Chapter 20 of the text, this writer chose two lawsuits that violate standards in which important future cases were based upon due to the outcomes of these cases. The first case is that within an employment setting in which testing was used to determine employee performance, yet was considered to not be valid or reliable. Griggs vs. Duke Power Company, 1971 brought to question if the testing that was being used to hold back African Americans from higher

to becoming more strategic contributor because of the involvement of competitive advantages through a company s’ employees. Strategic HR managers need proceed with the professional growth by hiring employees with high potential and giving them opportunity to learn and make lot of experience from their job roles where can access to brightest future in the industry. Secondly, the executive succession where the strategic HR managers will hiring the potential successors and grooming them with experience

with this act once it became law. There are five main aspects of ADA (Linthicum, 1991, p. 1) which include ramifications specific to telecommunications (Title IV), public facilities (Title III), public entities and transportation (Title II), and employment (Title I). All of these disparate industries must come up with means in which those with disabilities can still utilize their products and services. For instances, ADA mandates that telephone companies