The following areas should be kept in mind in the effort to the types of management actions that are in line with employment laws.
Equal employment opportunity (EEO)
o Evaluation of candidates for jobs in terms of characteristics that do make a difference between success and failure (e.g., in selection, promotion, performance appraisal, or layoff).
? Unfair discrimination by sex, race, age, religion, or national origin
? Testing and interview
? Personal-history information
? Preferential selection
o Fair and equal treatment of employees on the job (e.g., equal pay for equal work, equal benefits, freedom from sexual harassment).
o 13th and 14th Amendments to the U.S. Constitution
o Civil Rights Acts of 1866 and 1871
o Equal Pay Act of 1963
o Title VII of the Civil Rights Act of 1964
o Age Discrimination in Employment Act of 1967 (as amended I 1986)
o Americans with disabilities Act of 1986
o Americans with Disabilities Act of 1990
o Civil Rights Act of 1991
o Family and Medical Leave Act of 1993
o Executive Orders 11246, 11375, and 11478
o Rehabilitation Act of 1973
o The Vietnam Era Veterans Readjustment Act of 1974
o Uniformed Services Employment and Reemployment Right Act of 1994
Here are the types of management actions that are not tolerable.
o Unequal treatment is based on an intent to discriminate
? Direct evidence
? Circumstantial evidence
? Mixed-motive cases
o Adverse impact (unintentional) discrimination
? For example: use of a minimum height requirement of 5 feet 8 inches for police cadets would have an adverse impact on Asians, Hispanics, and women.
o Intentional description: retaliation
o Unintentional discrimination: same standards, different consequences for different groups.
A diverse work environment is the key for success and growth for organizations; diverse workforce also can improve organizational productivity and creativity. Below are some b View More »