Affirmative action policies require employers with federal contracts over $10,000 to promote equal opportunity and prevent discrimination based on race, color, religion, sex or national origin. They must develop affirmative action plans and take steps to expand job opportunities for women and minorities. If employers do not comply, penalties may include canceling contracts, debarment from future contracts, and court-ordered changes to hiring practices or affirmative action plans.
Labor relations and the relevant US legislation. Covers main laws affecting union and labor relations in US. This presentation is intended for HR professionals aiming to obtain SPHR/ PHR certification. This presentation is for reference only.
Labor relations and the relevant US legislation. Covers main laws affecting union and labor relations in US. This presentation is intended for HR professionals aiming to obtain SPHR/ PHR certification. This presentation is for reference only.
Contains topics related with labor relations law, Corporate bargaining, Right to self-organization, Who can join unions, who cannot join unions and the executive no. 180 of the Philippine Constitution.
Affirmative Action must be taken by covered employers to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans. Affirmative Actions include training programs, outreach efforts, and other positive steps. These procedures should be incorporated into the company’s written personnel policies. Employers with written Affirmative Action programs must implement them, keep them on file and update them annually.
This webinar deals with the issues related to pay transparency. The issue is examined from the perspectives of fairness, stakeholder concerns and regulatory requirements.
This presentation by the Directorate for Employment, Labour and Social Affairs, OECD, was made during the discussion “Competition Concerns in Labour Markets” held at the 131st meeting of the OECD Competition Committee on 5 June 2019. More papers and presentations on the topic can be found out at oe.cd/cclm.
Affirmative Action Basics & Affirmative Action Compliance from OutSolveOutSolve
OutSolve principal Jeremy Mancheski reviews what federal contractors need to know about affirmative action planning, affirmative action compliance, OFCCP regulations and enforcement, affirmative action plan components and OFCCP audits.
Contains topics related with labor relations law, Corporate bargaining, Right to self-organization, Who can join unions, who cannot join unions and the executive no. 180 of the Philippine Constitution.
Affirmative Action must be taken by covered employers to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans. Affirmative Actions include training programs, outreach efforts, and other positive steps. These procedures should be incorporated into the company’s written personnel policies. Employers with written Affirmative Action programs must implement them, keep them on file and update them annually.
This webinar deals with the issues related to pay transparency. The issue is examined from the perspectives of fairness, stakeholder concerns and regulatory requirements.
This presentation by the Directorate for Employment, Labour and Social Affairs, OECD, was made during the discussion “Competition Concerns in Labour Markets” held at the 131st meeting of the OECD Competition Committee on 5 June 2019. More papers and presentations on the topic can be found out at oe.cd/cclm.
Affirmative Action Basics & Affirmative Action Compliance from OutSolveOutSolve
OutSolve principal Jeremy Mancheski reviews what federal contractors need to know about affirmative action planning, affirmative action compliance, OFCCP regulations and enforcement, affirmative action plan components and OFCCP audits.
Providing Equal Employment Opportunity and A Safe Workplace.pptxJenny Naval
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.
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Silence will cost: new tax code provisions means that if there is a non-disclosure agreement in a sexual harassment settlement, the payment and the attorney fees will no longer be eligible to be deducted as business expenses.
Silence will cost: new tax code provisions means that if there is a non-disclosure agreement in a sexual harassment settlement, the payment and the attorney fees will no longer be eligible to be deducted as business expenses.
Locate information on your organization's diversity policy. You may need to interview your organization's diversity officer or human resources manager to obtain this information. If you are unable to find or use information about your organization, you may research another company's diversity policy.
Title VII of the Civil Rights Act (1964)
An employer cannot discriminate on the basis of race, color, religion, sex, or national origin with respect to employment.
Coverage
All public or private employers of 15 or more persons.
All private and public educational institutions, the federal government, and state and local governments
All public and private employment agencies
All labor unions with 15 or more members
25
HR—MEETING MANAGEMENT CHALLENGES
Equal employment opportunity and diversity of the workforce represent major
issues for HR in most organizations. To explain why, this chapter considers:
The legal underpinnings of EEO•
The controversy surrounding affirmative action•
Sources of increasing diversity•
EEO remains one of an organization’s challenges because of the amount of
litigation associated with it. Yet the diversity in the workforce will increase
in the years ahead, making it necessary to manage this part of the human
resources function effectively.
EQUAL EMPLOYMENT OPPORTUNITY (EEO)
In the United States, using race, gender, disability, age, religion, and certain
other characteristics as the basis for choosing among people at work is gener-
ally illegal. Doing so can also be quite expensive, as fines and back wages can
be awarded as well as sizable lawsuit settlements. Inequality in the treatment
of people with different backgrounds has been an issue for many years, but
it was the Civil Rights Act of 1964 that started a legislative movement toward
leveling the playing field in employment. Initially focus was on race, gender,
and religion, but these characteristics were soon followed by age, pregnancy,
and individuals with disabilities. Since then numerous Executive Orders, reg-
ulations, and interpretations by courts have affected the employer/employee
relationship. Perhaps nothing has had the impact of Equal Employment
Opportunity (EEO) on HR during the same period of time.
At the core of equal employment is the concept of discrimination. The
word discrimination simply means “recognizing differences among items or
people.” For example, employers must discriminate (choose) among appli-
cants for a job on the basis of job requirements and candidates’ qualifica-
tions. However, when discrimination is based on race, gender, or some other
C H A P T E R 2
Equal Employment Opportunity
and Diversity
81700_ch02_ptg01_025-050.indd 2581700_ch02_ptg01_025-050.indd 25 5/26/11 4:27:08 PM5/26/11 4:27:08 PM
26 CHAPTER 2
factors, it is illegal and employers face problems. The following bases for
protection have been identified by various federal, state, and/or local laws:
Race, ethnic origin, color (including multiracial/ethnic backgrounds)•
Sex/gender (including pregnant women and also men in certain •
situations)
Age (individuals over age 40)•
Individuals with disabilities (physical or mental)•
Military experience (military status employees and Vietnam-era •
veterans)
Religion (special beliefs and practices)•
Marital status (some states)•
Sexual orientation (some states and cities)•
These categories are composed of individuals who are members of a protected
category under EEO laws and regulations.
Disparate Treatment
The first type of illegal discrimination occurs with employment-related situ-
ations in which either: (1) different standards are used to judge individua.
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Today's Effort For A Better Tomorrow
How the Obama Administration has re-shaped the OFCCP into an aggressive enforcement arm of affirmative action and nondiscrimination compliance, and what it all means for your organization.
ETHICS, LAW AND CORPORATE SOCIAL RESPONSIBILITY -
Malaysian Industrial – Labour Relation, SEXUAL HARASSMENT ISSUE, RETRENCHMENT ISSUE, IMPOSITION ISSUE
Week 4 ChatKey AssignmentPhase 4 IP AssignmentKey Assi.docxcockekeshia
Week 4 Chat
Key Assignment
Phase 4 IP Assignment
Key Assignment Draft
The Key Assignment for this course will involve creating polices for the various laws that are covered in the employee handbook. The purpose of the handbook is to equip managers with the information they need to lead their teams. For this assignment, you will create a paper of 1000 words.
Include the information below in your assignment. When discussing each act, provide an example of how it might be violated by an employer or employee and the approach that can be used (such as EEOC, diversity, grievances, counseling, documentation, or termination) to address the violation.
A policy for the Americans with Disabilities Act (ADA)
A policy for the Age Discrimination in Employment act (ADEA)
A policy for dealing with different types of harassment.
A policy for the Occupational Safety and Health Act (OSHA)
A policy for the Family Medical Leave Act (FMLA)
A policy for the Fair Labor Standards Act (FLSA)
A policy for the Equal Pay Act (EPA)
A policy for employee use of technology because new sources of social media and more advanced electronic devices are regularly being introduced to the market. Address topics such as: refraining from workplace commentary on social media, maintaining a professional image, what can be shared and what not to share on social media, harassment, privacy, and IT security.
U.S. Equal Employment Opportunity Commission (EEOC)
Overview
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered.
The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.
Authority & Role
The EEOC has the authority to investigate charges of discrimination against employers who are covered by the law. Our role in an investigation is to fairly and accurately assess the allegations in the charge and then make a finding. If we find that discrimination has occurred, we will try to settle the charge. If we aren't successful, we have the authority to file a lawsuit to protect the rights of individuals and the interests of the public. We do not, however, file lawsuits in all cases where we find discrimination.
We also work to prevent discrimination before it occurs through outreach, education and technical assistance programs.
The EEOC provides leadership and guidance to .
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Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
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* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
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About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
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Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
Affirmative Action of employers is to be sure that all employees and applicants are being treated without regard to race, color, religion, sex or national origin. Examples of affirmative actions that employers may take or need to consider include, but are not limited to, this list.
If a court find that an employer intentionally engaged in unlawful activity, they can order affirmative actions as appropriate such as reinstating or hiring employees that they feel is appropriate.
There was a hot debate between Presidents and the federal agencies that were to enforce the provisions. This confused employers who then hired the number of minorities/women to avoid disparate impact and protect themselves. Many employees saw the program as filling “quotas”.
This is the definition from the book on page 215. I like it the best because it is referring to employment, points out that the group must be disadvantaged to begin with, and the outcome should reflective the availability from the geographic area that they are drawn from. Includes expanding outreach, recruitment, mentoring, training, management development and other programs.
The employer will agree not to discriminate and to engage in affirmative action if it is found to be needed. The OFCCP is under the Department of Labor and monitors this requirement for federal contractors. Compensatory and punitive damages are available remedies for companies who illegally discriminate.
When making decision, managers are not required to hire a person who lacks the qualifications but to make the decision in a non-discriminatory manner. Plans include policies, practices and procedures to be sure that all qualified applicants and employees are receiving equal opportunities. A written plan is defined as a set of specific and results-oriented procedures to which a contractor commits itself to apply every good faith effort.
Companies must develop a written affirmative action plan within 120 days of beginning a contract. These plans monitor underutilization in the workforce. These plans include an organizational profile which shows the staffing patterns, a job group analysis which combines job titles based on similar content, wage rates and opportunities. The analysis is compared to minorities within the job groups to “qualified” minorities available. If a group is found to be underutilized, a placement goal is set to correct. Under-utilization is having fewer minorities or women in a particular job group than would reasonably be expected by their availability. Audits are conducted by the Office of Federal Contract Compliance Programs (OFCCP) to determine compliance with regulations and providing equal employment opportunities.
Employers need to take action to outreach to groups for recruitment, mentoring, management, training, development and hiring. These programs in addition your written plan with statistics, identified problem areas if any and placement goals to protect issues will give much needed to support to show the employer had good faith in preventing discrimination in the workplace.
Complaints must be filed within 180 days from the date of the alleged discrimination, although filing time can be extended for a good reason. OFCCP attempts to work with the contractor, often entering into a conciliation agreement. A conciliation agreement may include back pay, job offers, seniority credit, promotions or other forms of relief for victims of discrimination. It may also involve new training programs, special recruitment efforts or other affirmative action measures. When conciliation efforts are unsuccessful, OFCCP refers the case to the Office of the Solicitor for enforcement through administrative enforcement proceedings. A contractor cited for violating EEO and affirmative action requirements may have a formal hearing before an administrative law judge. If conciliation is not reached before or after the hearing, sanctions may be imposed. For example, a contractor could lose its government contracts or subcontracts or be debarred, i.e., declared ineligible for any future government contracts.
Valuing diversity- As stated on page 241, Learn to accept and appreciate those who are different from the majority and value their contributions to the workplace. Train managers the importance and impact discrimination has on a company.
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