This document summarizes key topics from a lecture on employment laws and their application to managing hospitality human resources. It discusses discrimination and equal employment opportunity legislation including the Civil Rights Act of 1964. It describes the Equal Employment Opportunity Commission and its role in overseeing employment standards. It also outlines other relevant laws such as the Age Discrimination in Employment Act, Americans with Disabilities Act, and Family and Medical Leave Act. Finally, it discusses areas of potential abuse in hospitality operations and issues surrounding the social context of employment.

1. MANAGİNG HOSPİTALİTY
HUMAN RESOURCES
Lector: Tetiana
Botsian
Lecture 1. Employment Laws
and Applications

2. MANAGİNG HOSPİTALİTY
HUMAN RESOURCES
1. Employment Laws,
Planning and Staffing

3. MANAGİNG HOSPİTALİTY
HUMAN RESOURCES
2. Human Resources
Development

4. MANAGİNG HOSPİTALİTY
HUMAN RESOURCES
3. Compensation and
Labor Issues

5. MANAGİNG HOSPİTALİTY
HUMAN RESOURCES
4. Safety, Discipline and
Ethics

6. Lecture 1. Employment Laws
and Applications
1. Discrimination and equal
employment
2. Employment Laws
3. Areas of abuse in hospitality
operations
4. Issues in social context

7. 1. Discrimination and equal employment
The Civil Rights Act of 1964, which prohibits
discrimination on the basis of race, color, religion, sex or
national origin, became the cornerstone of the change.
Title VII of it ensure Fair employment standards
Equal employment opportunity
(EEO)
Discrimination
Legal Illegal

8. Equal employment opportunity Commission
(EEOC)
established in 1964
to create and monitor employment standards
1. Oversees administration of existing EEO laws and
regulations
2. Issues guidelines (interpretations of the statute written by Congress)
3. Gathers information (EEO-1reports from companies with more
then 100 employees ) for statistics
4. National call center

9. Google (Jan 2014)
http://newclassic.jp/16106

10. http://newclassic.jp/16106
Facebook (Jan 2014)

11. Department of Labor
(DOL)
established in 1964
to interpreting the Fair Labor Standards Act (FLSA)
14 and 15-years-olds are allowed to perform kitchen work
and serving food and beverages

12. Equal employment opportunity (EEO) protect the rights of
groups and class
(race, color, religion, sex or national origin)

13. Affirmative action represent the obligation to hire members
of protected groups to overcome past discriminatory practices
(for employers holding federal or state contracts).
It is not rigid quota. In 1978 reverse discrimination was
overturned (Regents of the University of California v. Bakke,
438 U.S. 265 (1978))
16 out of 100 seats set aside for minority students by
the University of California

14. Equal employment opportunity VS Affirmative Action
PRO and CONTRA

15. EEO legislation structure
 Personal policies
 Unequal treatment
 Effect of past discrimination
 Adverse impact
2. Employment Laws

16. Evolution of EEO legislation
 Equal Pay Act of 1963 (same rate of pay)
 Title VII of the Civil Rights Act of 1964
(prohibits unfair employment discrimination based
on race, color, sex, religion, and national origin)
2. Employment Laws

19. Adverse impact means
Adverse impact refers to employment practices that appear neutral
but have a discriminatory effect on a protected group.
A substantially different rate of selection in employment decisions that
adversely affects a protected group

20. Adverse impact means
Selection Criteria
Scored tests – 4/5 or 80% rule
Nonscored objective criteria - Griggs v. Duke Power Co., 401 U.S. 424 (1971
http://www.hr-
Disparate Impact Analysis
Applicants
White 80 Black 40
Hires
White 48 Black 12
Selection Rate
White 48/80 =.6 (60%)
Black 12/40 = .3 (30%)
Impact Ratio .3/.6 = .5 (50%)
The impact ratio (.5) is less than .8 which is evidence that, based on the
4/5ths rule, there is adverse impact.

23. http://www.oldskoolcafe.org/about
-us
Our vision is to establish a youth led Supper Club that
will employ youth in every areas of the business as
youth apprentices.
Internship opportunities (restaurant, office work, marketing and more)
If you are between the ages of 16-22 years old and live in San
Francisco, please fill out this form below

24. Evolution of EEO legislation
 Age Discrimination in Employment Act
of 1967 (prohibits discrimination against
people over 40 years old)
 Vocational Rehabilitation Act of 1973
(require to employ individuals with disabilities and to
make “reasonable accommodations”)
 +Americans with Disabilities Act 1992
(1of every 5 persons)
Disabilities are qualified if they can
perform the essential functions of the
job with or without reasonable
accommodation

25. http://www.greenhotelier.org/our-
news/industry-news/hilton-hotel-pilots-
employment-scheme-for-people-with-
learning-disabilities/

28. Evolution of EEO legislation
 Vietnam Veterans Readjustment Act of
1974
 Pregnancy Discrimination Act of 1978
(prohibits from refusing to hire pregnant applicants)

30. Evolution of EEO legislation
 Retirement Equity Act of 1984 (count all
services since the age of 18 and all earnings since age of 21)
 Immigration Reform and Control Act of
1986 (prohibit discrimination against aliens, 31% of illigal
immigrants are in hospitality industry)
 Employee Polygraph Protection Act of
1988
 Drug-Free Workplace Act of 1988 (its popular
in hospitality industry)
 The civil Rights Act of 1991 (employees are not
able to sue for damage)
 Family and Medical Leave Act of 1993
(offers 12 weeks of unpaid but job-protected leave during 12
month period)

31. Why?????
3. Areas of abuse in hospitality
operations
 Recruitment and Selection
 Age discrimination
 Reverse discrimination
 Employee benefit and Sex discrimination
 Religious discrimination
 Recruitment advertising
 Wrongful discharge

32. 4. Issues in social context
 Women do “pink-collar jobs”
 Overtime work
 Impact of Unethical Business and family
ties
 Aging work force
 Employment Practices Liability Insurance
 Continuing Education
 Avoid Lawsuits

33. Thanks
for your attention