2. IS THAT YOUR FINAL ANSWER?
Take a few moments to finish these statements:
Discrimination is...
If a worker is discriminated against, the worker should...
Sexual harassment is...
If a person is sexually harassed, the person should...
4. EEO
Equal Employment Opportunity Act
Originally ~makes discrimination in the workplace illegal based on race, color,
religion, sex, national origin
Now-a-days~ http://www.eeoc.gov/laws/statutes/index.cfm
Most businesses must accommodate others practices and such….
unless doing so would impose an undue hardship on the operation of the
employer's business
5. EOE
( N O Y O U ’ R E N O T S E E I N G T H I N G S )
Employers are PROHIBITED (not allowed) to treat workers
unfairly in all work practices
• Hiring
• Training
• Promoting
• Firing
They must be an Equal Opportunity Employer
• Fancy way of saying they are commited to equal opportunity
6. WAIT A MINUTE…
Read on!
Not guilty of discrimination if they turn away someone who does
not meet the minimum job requirements
…so how do we know if it’s discrimination…
• Do the WORK!
7. EQUAL WORK, EQUAL PAY
Huh?
Equal Pay Act: designed to get women equal pay for equal work
• Equal pay for both for same work
• Prevents lowering wages to comply with law
• If male salary higher, women’s must go up to meet, not male’s down
• Prevents labor organizations from forcing and employer to violate
the law
8. ONE MORE THING!
However…sometimes the pay can be higher…
http://www.youtube.com/watch?v=HnbNcQlzV-4
• Length of time with company
• Experience in the job
• Advanced training
• Productivity, or greater work output
• Piecework: job in which something is produced by an individual tht can
be easily counted
12. AMERICANS WITH DISABILITIES ACT
Prohibits employers from discriminating against people with a
physical disability
• Examples: wheel chair ramps, automatic doors,
The key again is it has to be a reasonable change
An employer cannot ask about a disability
Cannot lower their standards or work to satisfy the law
13. AGE DISCRIMINATION ACT
Applies to those 40 and older (mostly)
Applies to all employers with 20 or more employees
Where does this not apply?
• Forklift operator, driving experience with clean driving record
14.
15. S E X U A L H A R A S S M E N T H A S O C C U R R E D T H R O U G H O U T H I S T O R Y . I T I S
O N L Y I N T H E L A S T 3 0 Y E A R S , H O W E V E R , T H A T I T H A S B E C O M E I L L E G A L
A N D R E C O G N I Z E D A S S O C I A L L Y U N A C C E P T A B L E . R E C O G N I Z I N G T H A T
W O M E N A N D M E N H A V E R I G H T S I S T H E F I R S T S T E P I N I D E N T I F Y I N G
H O W S E X U A L H A R A S S M E N T V I O L A T E S T H O S E R I G H T S .
1964: The Civil Rights Act of 1964 gave people equal rights to employment regardless of their
gender. Title VII of this legislation established people’s rights to work without fear of being fi red
if they did not accept sexual harassment
from their employers. For several years, however, the Civil Rights Act was not interpreted or
enforced in such a way that it protected people from sexual harassment.
1980: The Equal Employment Opportunity Commission
(EEOC), the federal agency that prevents discrimination in
the workplace, created guidelines about sexual harassment.
1986: The U.S. Supreme Court ruled the EEOC guidelines
should be treated as laws.
1991: The Civil Rights Act of 1991 further supported
victims’ rights by stating that people accused of sexual
harassment could stand trial by jury. It also allowed victims
to be awarded compensatory damages (money to pay for
actual losses) and punitive damages (money to pay for
emotional suffering) in sexual harassment cases.
16. SEXUAL HARASSMENT
Unwelcomed sexual advances
• Favors
• Verbal or physical contact of sexual nature
Harasser and victim can be either sex
Two Basic Kinds
• Quid pro quo harassment—if you do this for me, I’ll do that for you
• Hostile environment-free from sexual picture, signs, object and
music, as well as offensive language, jokes, gestures, and comments
17. IS IT SEXUAL HARASSMENT?
Is the behavior sexual in nature?
Have others identified this behavior as sexual harassment?
Is the behavior unwelcome?
Does the behavior offend me?
Does the behavior interfere with my work or school performance?
18. SIGNS OF SEXUAL HARASSMENT
Physical-touching, holding, grabbing, and all other unwanted physical
contact
Verbal harassment-telling offensive jokes, using offensive language,
making suggestions of a sexual nature
Nonverbal harassment-offensive gestures and actions, circulating letters,
e-mails, cartoons, or other material of a sexually oriented nature
What are some examples of these?
19. DISCOURAGING SEXUAL HARASSMENT
Dress appropriately for the job
Become familiar with your right to a workplace free from sexual
discrimination
Know your company’s policy and procedures
Conduct yourself in a businesslike manner
20. BUT…WHAT IF IT HAPPENS TO YOU?
Remain professional: avoid being too emotional
Speak to the offender: let them know it’s illegal and you don’t like it
• Many times offenders do not know that their actions are offending others. Once they are
told, their actions usually stop.
• if it continues, speak to your immediate supervisor, make sure you get copies of any
forms
Record the facts: write down all details and dates of any continuing events. 4 W’s: who,
what, when, where, and how
Report the offense if it does not stop: supervisors, also EEOC (Equal Employment
Opportunity Commission)
One new thing: anti-retaliation law: protects someone from suing or coming back at
you if you accuse them of some form or discrimination/harassment
21. ONE LAST, B U T N O T L E A S T,
IMPORTANT THING
Family and Medical Leave Act
• Having or caring for a new baby
• Adopting a child or adding a foster child
• Being unable to work because of a serious illness
• Caring for a sick child, spouse, or parent
Applies to employers of 50 or more people
Covers working for same company for 12 months
Can take up to 12 weeks off without pay
• And keep their health insurance
• AND return to their jobs with no loss of benefits or pay
22. SO BASICALLY…
Employers cannot discriminate against anyone in their hiring,
training, promoting, or firing practices
Sexual harassment is illegal
The law allows for greater flexibility in work schedules for family
