Essay Example on The Title VII of the 1964 Civil Rights Act was one of the first Law

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The Title VII of the 1964 Civil Rights Act was one of the first law to be amended by the 1972 Equal Employment Opportunity Act Title VII states that an employer cannot discriminate based on race color religion sex or natural origin This law states it would be unlawful employment practice for an employer a To fail or refuse to hire or to discharge an individual or otherwise to discriminate against an individual with respect to his or her compensation terms conditions or privileges of employment because of such individual s race color religion sex or natural origin b To limit segregate or classify employees or applicants for employment in any way that would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his or her status as an employee because of such individuals race color religion sex or national origin 5 Laws would be 1 The EEOC 2 Equal Pay Act of 1963 3 Age Discrimination in Employment Act of 1967 4 Pregnancy Discrimination Act of 1978 5 Early Court Decision Regarding Equal Employment Opportunity 2 



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The Americans with Disabilities Act ADA of 1990 prohibits employment discrimination against disabled individuals It prohibits employers with 15 or more workers from discrimination against qualified individuals with disabilities with regard to applications hiring discharge compensation advancement training or other terms conditions or privileges of employment This law states that employers must make reasonable accommodations for physical or mental limitations unless doing so imposes as undue hardship on the business How to avoid accusations of sexual harassment at work We currently today have an epidemic of sexual harassment in the American workplace that requires heightened awareness advanced skills for working with the opposite sex and an abundance of caution a Don t Mix Your Personal and Professional Lives by dating a subordinate you work with Most companies prohibit the practice but even if your company allows fraternization between equal levels employees dating a co worker probably is not a good idea b Keep things purely professional avoid acting in a way that suggests that you might be attracted to a subordinate or co worker c Recognize and Tame Subconscious Bias because sexual harassment isn t limited to unwanted or annoying advances and sometimes people commit sexual harassment without even knowing it An example would be calling a female colleague honey babe or another pet name can lead to trouble Making negative comments about a co worker s gender especially when describing their technical abilities or work product Looking at an employee in a lustful way at an attractive co worker or making a facial expression is also taboo d Try to treat everyone equally and avoid comments that refer to age appearance or gender 3 The two defenses 4 Steps in the EEOC enforcement process a Charge Acceptance is when EEOC accepts a charge and orally refer it to the state or local agency on behalf of the charging party If the agency waives jurisdiction or cannot obtain a satisfactory solution the EEOC processes it upon the expiration of the deferral period b Serve notice is issued after a charge is filed the 



EEOC has 10 days to serve notice on the employer c Investigational Fact Finding Conference is when EEOC investigates the charge to cide EEOC focus here is too often find weak spots in each party s position d Cause No Cause is when EEOC finds no reasonable cause the EEOC must dismiss the charge and must suit on his or her own behalf e Conciliation is if the EEOC conciliator meets with the employee to determine what remedy would be satisfactory This is when they try to negotiate a settlement with the employer f Notice to Sue is if this conciliation is not satisfactory the EEOC may bring a civil suit in a federal district court or issue a Notice of Right to Sue to the point the person who filed the charge Diversity Management is important because it means being diverse or varied and at work having a workforce comprised of two or more groups of employees with various racial ethnic gender cultural national origin handicap age and religious backgrounds Simply having a diverse employee population is no longer enough because it not only needs to meet the needs of a multifaceted marketplace but it must also respect different cultures ideas and philosophies In order to install a Diversity Management Program a Each organization must promote a corporate culture in which a diverse mix of experiences skills knowledge and working approaches are valued and nurtured This kind of management requires the competence and capability to navigate the diverse and complex environments in which organizations operate

They must raising awareness by identifying the key internal levers which block or support diversity in the organization including demographic data and information on turnover Create Diversity Labs to facilitate groups that address the issues identified in the previous step and propose concrete recommendations in these key areas where Diversity bring added value Establish a Steering Committee to review decisions and design an implementation planning on the basis of these proposals to build networks to support the Diversity Initiatives that would engage credible leaders from different origins within the organization by putting them in charge of promoting the Diversity Labs initiatives Train managers in order to develop the skills and abilities to draw on diverse talents and working styles in the best possible way And then measure progress by using an online questionnaire and monitor implementation of the Diversity initiatives communicate the results and build on quick wins http www icmassociates com what we do facilitate cooperation diversity management program https www citeman com 7696 eeoc equal employment opportunity commission enforcement process html


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