Show understanding of a middle manager’s critical role in empowering, developing and transforming employees into effective and efficient individual in an organization. Integrate the values acquired from the institution by demonstrating it through business decision makings and endeavors.

1. Providing Equal
Employment
Opportunity and A
Safe Workplace

2. Regulation of
Human Resource
Management

3. 3
Has Enacted a
number of laws
governing HR
activities
Responsible for
enforcing the
laws.
Includes the
regulatory
agencies that the
president
oversees.
Interprets the
law.
The Supreme
Court is the court
of Final appeal.
Its Decisions are
Binding.

4. 4
Equal
Employment
Opportunity

5. 5
•Equal Employment
Opportunity – The
condition in which all
individuals have an equal
chance for employment,
regardless of their race,
color, religion, sex, age,
disability, or national origin.
• The Federal government’s
efforts in this area include:
Constitutional amendments
Legislation
Executive orders
Court decisions

6. 6
• Covered organizations must engage
in affirmative action for individuals
with disabilities.
• Employers are encouraged to
recruit qualified individuals with
disabilities and to make reasonable
accommodations to them.
• Requires federal contractors and
subcontractors to take affirmative
action toward employing veterans
of the Vietnam War.
• It Covers veterans who served
between August 5 1964 and May 7,
1975
Vocational Rehabilitation Act
(1973)
Vietnam Era Veteran’s
Readjustment Act (1974)

7. 7
• Defines discrimination on the basis
of pregnancy, childbirth, or related
form of medical condition to be a
form of illegal sex discrimination.
• Benefits, including health
insurance, should cover pregnancy
and related medical conditions in
the same way as other medical
conditions.
• Protects individuals with disabilities
from being discriminated against in
the workplace.
• Prohibits Discrimination based on
disability in all employment
practices.
• Employers must take steps to
accommodate individuals covered
by the act.
Pregnancy Discrimination Act
(1978)
Americans with Disabilities Act
(ADA) of 1990

8. 8
• Adds compensatory and punitive
damages in cases of discrimination
under title VII and the ADA.
• The Amount of punitive damages is
limited by the act and depends on
the size of the organization charged
with discrimination.
• Employers must reemploy workers
who left jobs to fulfill military
duties for up to five years.
• Should be in the job they would
have held if they had not left to
serve in the military.
Civil Rights Act (1991)
Uniformed Services Employment &
Reemployment Rights Act

9. 9
•Responsible for enforcing most of the EEO laws.
• Investigates and resolves complaints about discrimination
• Gathers Information
• Issues guidelines
• Monitors organizations’ hiring practices
• Complaints must be filed within 180 days of the
incident.
• EEOC has 60 days to investigate the complaint.

10. 10
•Responsible for enforcing the executive orders that
cover companies doing business with the federal
government.
• Audits government contractors to ensure they are
actively pursuing the goals in their affirmative action
plans.

11. Businesses’ Role In Providing For
Equal Employment Opportunity
11

12. 12
 Differing treatment of
individuals based on the
individuals’ race, color,
religion, sex, national origin,
age, or disability status.
 A necessary (not merely
preferred) qualification for
performing a job.
 The Supreme Court has ruled
that BFOQ’s are limited to
policies directly related to a
worker’s ability to do the job.

13. 13
 A Condition in which
employment practices are
seemingly neutral yet
disproportionately exclude
a protected group from
employment opportunities.
 Rule of thumb that finds
evidence of discrimination if an
organization’s hiring rate for a
minority group is less than four-
fifths the hiring rate for the
majority group.

14. 14
• Reasonable Accommodation: An employer’s obligation to do
something to enable an otherwise qualified person to perform
a job.
• Companies should recognize needs based on individuals’
religion or disabilities.
• Employers may need to make such accommodations ad
adjusting work schedules or dress codes, making the
workplace more accessible, or restructuring jobs.

15. 15
• Sexual Harassment: refers to unwelcome sexual advances,
request for sexual favors, and other verbal or physical contact
of sexual nature when:
1. Submission to such conduct is made explicitly or implicitly a term
condition of an individual’s employment.
2. Submission to or rejection of such conduct by an individual is used
as the basis for employment decisions affecting such individual, or
3. Such conduct has the purpose of effect of unreasonably interfering
with an individual’s work performance or creating an intimidating,
hostile, or offensive working environment.

16. 16
•Organizations can prevent sexual harassment by:
Developing a policy that defines and forbids it
Training employees to recognize and void this behavior
Providing a means for employees to complaining and be
protected.

17. 17

18. 18
• Authorizes the federal government to establish and
enforce occupational safety and health standards for all
places of employment engaging in interstate commerce.
• Established the Occupational Safety and Health
Administration (OSHA). Responsible for:
• Inspecting employers
• Applying safety and health standards
• Levying fines for violation

19. 19
Each employer has a general
duty to furnish each employee
a place of employment free
from recognized hazards that
cause or are likely to cause
death or serious physical harm.
Employers must keep records of
work-related injuries and illnesses.
Employers must post and annual
summary of these records from
February 1 to April 30 in the
Following year

20. 20
Employees have the right to:
1. Request an inspection.
2. Have a representative present at an inspection
3. Have dangerous substances identified.
4. Be promptly informed about exposure to hazards and be given access
to accurate records regarding exposure.
5. Have employer violations posted at the work site.

21. 21
OSHA is responsible for
inspecting businesses,
applying safety and health
standards, and levying fines
for violations.
OSHA regulations prohibit
notifying employers of
inspections in advance.

22. EMPLOYER-
SPONSORED SAFETY
AND HEALTH
PROGRAMS

23. 23
EMPLOYER-SPONSORED SAFETY AND HEALTH PROGRAMS:
Identifying and Communicating Job Hazards
 Safety Promotion technique
that involves breaking down a
job into basic elements, then
rating each element for its
potential for harm or injury.
 Method of promoting
safety by determining
which specific element of
job led to a past accident.

24. 24
EMPLOYER-SPONSORED SAFETY AND HEALTH PROGRAMS:
(continued)
 Implementing a safety
incentive program to reward
workers for their support of
and commitment to safety
goals.
 Start by focusing on monthly or
quarterly goals.
 Encourage suggestions for
improving safety.
 Cultural differences make this
difficult.
 Laws, enforcement practices,
and political climate vary from
country to country.
 Companies may Operate in
Countries where labor
standards are far less strict
than in the U.S

25. Analyzing Work and
Designing Jobs

26. 26
 The Process of
analyzing task
necessary for the
production of a
product or
service.
The set of duties
(job) performed
by a particular
person.
A set for related
duties.
Work Flow Design Position Job

27. 27
 Within an organization, units and individuals must cooperate
to create outputs.
 The Organization’s structure brings together the people who
must collaborate to efficiently produce the desired outputs.
- Centralized
- Decentralized
- Functional
- Product or Customer

28. 28
 Firefighters work as a Team.
 They and their equipment are
the inputs and the output is an
extinguished fire and the
rescue of people and pets.
 In any organization or team,
workers need to be cross-
trained in several skills to
create an effective team.

29. 29
The process of getting
detailed information
about jobs.

30. 30
Job Description: a list of tasks, duties, and
responsibilities (TDRs) that a particular job entails.
Key components:
 Job Title
 Brief description of the TDRs
 List of the essential duties with detailed specifications
of task involved in carrying out each duty

31. 31
 Job Specification: a list of the knowledge, skills, abilities, and other
characteristics (KSAOs) that an individual must have to perform a
particular job.
 Knowledge: factual or procedural information necessary for
successfully performing a task.
 Skill: an individual’s level of proficiency at perfoming a particular
task.
 Ability: a more general enduring capability that an individual
possesses.
 Other Characteristics: job-related licensing, certifications, or
personality traits.