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    Equal Employment Opportunity: Decenzo and Robbins HRM 7Th E Dition 1

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    naseem00
    This document provides an overview of equal employment opportunity laws and concepts discussed in Chapter 3. It begins with a brief history of civil rights legislation from the Civil Rights Act of 1866 to the Civil Rights Act of 1964. It then discusses the key components and implications of Title VII of the Civil Rights Act of 1964 and the Equal Employment Opportunity Act of 1972, including the establishment of the EEOC. The document also outlines the concept of affirmative action, how adverse impact and disparate treatment are determined, and several other anti-discrimination laws such as the Americans with Disabilities Act and the Family and Medical Leave Act. Important Supreme Court cases that have impacted equal employment opportunity are also summarized.

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    Equal Employment Opportunity: Decenzo and Robbins HRM 7Th E Dition 1

    Uploaded by

    naseem00
    47 views42 pages
    This document provides an overview of equal employment opportunity laws and concepts discussed in Chapter 3. It begins with a brief history of civil rights legislation from the Civil Rights Act of 1866 to the Civil Rights Act of 1964. It then discusses the key components and implications of Title VII of the Civil Rights Act of 1964 and the Equal Employment Opportunity Act of 1972, including the establishment of the EEOC. The document also outlines the concept of affirmative action, how adverse impact and disparate treatment are determined, and several other anti-discrimination laws such as the Americans with Disabilities Act and the Family and Medical Leave Act. Important Supreme Court cases that have impacted equal employment opportunity are also summarized.

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    This document provides an overview of equal employment opportunity laws and concepts discussed in Chapter 3. It begins with a brief history of civil rights legislation from the Civil Rights Act of 1866 to the Civil Rights Act of 1964. It then discusses the key components and implications of Title VII of the Civil Rights Act of 1964 and the Equal Employment Opportunity Act of 1972, including the establishment of the EEOC. The document also outlines the concept of affirmative action, how adverse impact and disparate treatment are determined, and several other anti-discrimination laws such as the Americans with Disabilities Act and the Family and Medical Leave Act. Important Supreme Court cases that have impacted equal employment opportunity are also summarized.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    47 views42 pages

    Equal Employment Opportunity: Decenzo and Robbins HRM 7Th E Dition 1

    Uploaded by

    naseem00
    This document provides an overview of equal employment opportunity laws and concepts discussed in Chapter 3. It begins with a brief history of civil rights legislation from the Civil Rights Act of 1866 to the Civil Rights Act of 1964. It then discusses the key components and implications of Title VII of the Civil Rights Act of 1964 and the Equal Employment Opportunity Act of 1972, including the establishment of the EEOC. The document also outlines the concept of affirmative action, how adverse impact and disparate treatment are determined, and several other anti-discrimination laws such as the Americans with Disabilities Act and the Family and Medical Leave Act. Important Supreme Court cases that have impacted equal employment opportunity are also summarized.

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    © All Rights Reserved
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    of 42

    CHAPTER 3

    Equal Employment
    Opportunity

    DeCenzo and Robbins HRM 7th E

    CHAPTER 3 TOPICS:

    1:
    2:
    3:
    4:
    5:
    6:
    7:
    8:
    9:
    10:

    Civil Rights Act of 1964


    Equal Employment Opportunity Act of 1972
    Affirmative action
    Adverse impact, for example
    Americans with Disabilities Act of 1990
    Family and Medical Leave Act of 1993
    Discrimination charge defenses
    Griggs v. Duke Power
    Sexual harassment
    Glass ceiling

    DeCenzo and Robbins

    1: CIVIL RIGHTS
    LEGISLATION
    Civil Rights Act of
    1866
    Civil Rights Act of
    1964
    Title VII
    Title IX

    DeCenzo and Robbins

    1: TITLE VII PROHIBITS


    DISCRIMINATION
    IN
    Hiring
    Compensation
    Terms, conditions or privileges of
    employment

    BASED ON
    Race, religion, color, sex, national origin

    25 OR MORE EMPLOYEES
    DeCenzo and Robbins

    2: EQUAL EMPLOYMENT
    OPPORTUNITY ACT
    Title VII Amendments
    Enforcement
    Interpretation

    EEOC created
    Prohibit discrimination
    File civil suit
    Coverage expanded
    State and local
    Educational institutions
    Over 15 employees

    DeCenzo and Robbins

    3: AFFIRMATIVE ACTION
    Stipulated by Title
    VII
    Preferential
    treatment to
    minority group
    members
    Recruiting
    Hiring

    DeCenzo and Robbins

    3: REASONS FOR
    AFFIRMATIVE ACTION
    Majority workers
    were white male
    U.S. companies
    were growing
    Correct past
    prejudice
    Change had to
    have legal and
    social coercion
    DeCenzo and Robbins

    3: CURRENT
    AFFIRMATIVE ACTION
    Fair employment
    Groups given preferential treatment
    Individual performance should
    determine employment actions
    Goal: Equal employment opportunity
    for all individuals

    DeCenzo and Robbins

    4: HOW TO DETERMINE
    EEO?
    Adverse impact
    Consequence of
    practice

    Disparate impact
    Adverse treatment
    Treatment of
    protected class

    Disparate
    treatment
    DeCenzo and Robbins

    4: AGE DISCRIMINATION
    IN EMPLOYMENT ACT

    1967
    40 or 60 or ???
    Save $$
    Punitive damages
    20+ employees
    Government,
    employment
    agencies, labor
    organizations
    DeCenzo and Robbins

    10

    4: PREGNANCY
    DISCRIMINATION ACT

    1978
    Hire
    Insure
    Fire
    Depends on other
    benefits coverage

    DeCenzo and Robbins

    11

    5: AMERICANS WITH
    DISABILITIES ACT
    1990
    Reasonable
    accommodation
    Reassignment
    15 or more
    employees
    Private and public

    DeCenzo and Robbins

    12

    6: FAMILY AND MEDICAL


    LEAVE ACT
    1993
    Family matters
    (childbirth,
    adoption, sick child)

    12 weeks unpaid
    Health insurance
    Come back to a job
    Who is covered?

    DeCenzo and Robbins

    13

    6: EXECUTIVE ORDERS
    Protect federal
    workers against
    discrimination
    11246
    1965
    Race, religion, color,
    national origin
    Office of Federal
    Contract Compliance
    Programs

    DeCenzo and Robbins

    14

    6: MORE EXECUTIVE
    ORDERS
    11375
    Sex

    11478
    Political affiliation
    Marital status
    Physical disability

    DeCenzo and Robbins

    15

    6: CIVIL RIGHTS ACT OF


    1991
    Glass Ceiling Act
    Punitive damages

    DeCenzo and Robbins

    16

    7: DETERMINING
    DISCRIMINATION
    Adverse impact on
    more than one
    individual
    Tests indicate
    risky/questionable
    practices

    DeCenzo and Robbins

    17

    7: WAYS TO DETERMINE
    DISCRIMINATION
    4/5ths rule
    Restricted policy
    Geographical
    comparison
    McDonnell-Douglas
    test

    DeCenzo and Robbins

    18

    7: 4/5TH RULE
    EEOC guideline
    Each step of the
    selection process
    Minority numbers
    must be 80% of
    majority numbers

    DeCenzo and Robbins

    19

    7: RESTRICTED POLICY
    Through hiring
    practices
    Intentional or not

    A protected class
    Excluded from
    consideration

    DeCenzo and Robbins

    20

    7: GEOGRAPHICAL
    COMPARISON
    Qualified pool of
    applicants
    MATCHED AGAINST

    Characteristics of
    employees
    DeCenzo and Robbins

    21

    7: MCDONNELL-DOUGLAS
    TEST
    Member of a
    protected group
    Qualified for job
    Rejected
    Enterprise then
    continues to seek
    other applicants
    with similar
    qualifications
    DeCenzo and Robbins

    22

    7: WHAT TO DO WHEN.
    EEO ALLEGES
    DISCRIMINATION
    Business necessity
    Bonafide
    occupational
    qualification
    Seniority

    DeCenzo and Robbins

    23

    7: BUSINESS NECESSITY
    Operate in a safe
    and efficient
    manner
    Employees possess
    appropriate
    Skills
    Knowledge
    Abilities

    DeCenzo and Robbins

    24

    7: BFOQ
    Title VII exceptions
    Sex
    Age
    Religion

    Job requirements
    Reasonably
    necessary to meet
    the normal operation
    of that business or
    enterprise
    DeCenzo and Robbins

    25

    8: DISCRIMINATION
    CASES
    Griggs v. Duke Power
    Albemarle Paper
    Company v. Moody
    Wards Cove Packing
    Company v. Antonio

    See Exhibit 3-5

    DeCenzo and Robbins

    26

    Exhibit 3-5: Summary of Selected Supreme Court


    Cases Affecting EEO

    DeCenzo and Robbins

    27

    8: GRIGGS V. DUKE
    POWER
    Interpretative
    guidelines for Title
    VII
    Employment testing
    Employers have
    burden of proof that
    tests provide a
    reasonable measure
    of job performance
    DeCenzo and Robbins

    28

    8: ALBEMARLE PAPER
    COMPANY V. MOODY
    Use and validate
    selection tests
    Tests not validated
    before use
    Tests used for hiring
    and promotion
    Subjective
    supervisor ratings
    Validating process
    DeCenzo and Robbins

    29

    8: WARDS COVE PACKING


    COMPANY
    Salmon cannery
    Burden of proof
    shifted to
    employee

    DeCenzo and Robbins

    30

    8: REVERSE
    DESCRIMINATION
    Allen Bakke
    UC Davis Medical
    School entrance
    Seats could not be
    set aside

    Brian Webber
    Kaiser Aluminum
    training program
    Endorsed voluntary
    affirmative action

    DeCenzo and Robbins

    31

    8: YOUR HR ISSUES ARE


    HRM practices may
    be challenged by
    anyone
    SO.
    Defend
    Explain

    OR ELSE

    DeCenzo and Robbins

    32

    9: ROLE OF EEOC
    Notify organization
    of charge
    Notify organization
    of findings
    If cause
    Informal process
    Mediation meeting
    EEOC may file
    charges in court
    DeCenzo and Robbins

    33

    9: SEXUAL HARASSMENT
    15,000 complaints
    a year
    Defined
    Hostile environment
    Interferes with work
    Adversely affects
    employment
    opportunity

    DeCenzo and Robbins

    34

    9: ROLE OF HRM IN
    SEXUAL HARASSMENT

    Issue a policy
    Establish procedure
    Inform employees
    Train managers
    Investigate
    Corrective action
    Follow up
    Review turnover
    Privacy- recognition

    DeCenzo and Robbins

    35

    10: GLASS CEILING


    Comparable worth
    Invisible barrier to
    promotion
    Audit compliance
    programs
    Training
    Organizational
    culture

    DeCenzo and Robbins

    36

    QUICK: REVIEW
    CHAPTER 3
    ANSWER THESE QUESTIONS ON A
    SHEET OF PAPER.
    1. THE MOST IMPORTANT THING WE DID IN
    CLASS TODAY _______.
    2. I STILL HAVE QUESTIONS ABOUT___.
    3. THE BEST THING ABOUT CLASS TODAY
    WAS _______________.
    4. DONT D0 ____________ ANYMORE.
    TURN THEM IN, PLEASE. NO NAMES. WELL TALK
    NEXT CLASS SESSION

    DeCenzo and Robbins

    37

    PREVIEW: CHAPTER 4
    Ask 3 people you know:
    Did you ever have to take a

    drug test to get a job?


    drug test to keep a job?
    polygraph test to get a job?
    polygraph test to keep a job?

    Then ask about EMPLOYEE RIGHTS.


    Write up their responses for 1 extra point on your final grade.

    DeCenzo and Robbins

    38

    Exhibit 3-1: Summary of Laws Affecting Discrimination

    DeCenzo and Robbins

    39

    Exhibit 3-2: Family and Medical Act

    DeCenzo and Robbins

    40

    Exhibit 3-3: Employer Communications Requirements


    Under FMLA

    DeCenzo and Robbins

    41

    Exhibit 3-4: Applying the 4/5ths Rule

    DeCenzo and Robbins

    42

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