This document discusses equal employment opportunity and anti-discrimination laws. It is unlawful to discriminate based on age, disability, race, or gender under these laws. The Age Discrimination Act of 2004 and Disability Discrimination Act make it illegal to discriminate in work and other areas based on those protected attributes. The Labor Welfare Package of 2000 also enforces equal pay, maternity benefits, and anti-harassment policies to promote equal opportunity.
Taking an in-depth look at the federal and state
discrimination laws and general protections provisions in the
Fair Work Act and comparing the scope of each scheme, procedural elements of each jurisdiction, outcomes available and possible risks. Focusing on recent case law and practical applications for union members. The presentation is for Union Officials, Industrial/Legal Officers and Organisers.
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In this presentation, you will learn the basics about employment discrimination and the US Equal Employment Opportunity Commission's involvement. You will learn what is considered discrimination, what types of employers are covered under the law, and how time you have to file a charge of discrimination with the EEOC.
Taking an in-depth look at the federal and state
discrimination laws and general protections provisions in the
Fair Work Act and comparing the scope of each scheme, procedural elements of each jurisdiction, outcomes available and possible risks. Focusing on recent case law and practical applications for union members. The presentation is for Union Officials, Industrial/Legal Officers and Organisers.
.
In this presentation, you will learn the basics about employment discrimination and the US Equal Employment Opportunity Commission's involvement. You will learn what is considered discrimination, what types of employers are covered under the law, and how time you have to file a charge of discrimination with the EEOC.
Presentation by John X Kelly from JISC Legal given at the "Equality and Diversity: promoting good practice in library work" course on the 17th November 2009.
Discusses, amongst other things, how the public sector should use it's buying power to ensure that it plays it's part in reducing inequality, especially in employment opportunities.
This brief presentation introduces the basic principles and concepts relating to equality and diversity. It provides an overview of legal requirements which apply to housing providers in Northern Ireland.
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.
DisabilityTitle I and Title V of the Americans with DisabilitiesAlyciaGold776
Disability
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.
Age
The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment.
Sex (Wages)
In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort, and responsibility, under similar working conditions, in the same establishment.
Genetics
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employees, or their family members.
Retaliation
All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice.
What to Do If You Believe Discrimination Has Occurred
There are strict time limits for filing charges of employment discrimination. To preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly when discrimination is suspected:
The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field office information is available at www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information about EEOC, including information about charge filing, is available at www.eeoc.gov.
Employers Holding Federal Contracts or Subcontracts
Applicants to and employees of companies with a Federal gover ...
Presentation by John X Kelly from JISC Legal given at the "Equality and Diversity: promoting good practice in library work" course on the 17th November 2009.
Discusses, amongst other things, how the public sector should use it's buying power to ensure that it plays it's part in reducing inequality, especially in employment opportunities.
This brief presentation introduces the basic principles and concepts relating to equality and diversity. It provides an overview of legal requirements which apply to housing providers in Northern Ireland.
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.
DisabilityTitle I and Title V of the Americans with DisabilitiesAlyciaGold776
Disability
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.
Age
The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment.
Sex (Wages)
In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort, and responsibility, under similar working conditions, in the same establishment.
Genetics
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employees, or their family members.
Retaliation
All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice.
What to Do If You Believe Discrimination Has Occurred
There are strict time limits for filing charges of employment discrimination. To preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly when discrimination is suspected:
The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field office information is available at www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information about EEOC, including information about charge filing, is available at www.eeoc.gov.
Employers Holding Federal Contracts or Subcontracts
Applicants to and employees of companies with a Federal gover ...
Some Basic Labor Laws that Benefit Employees and EmployersAmelia Figueroa
Labor laws are important for employees as well as employers. Labor laws ensure safe workplace practices and an equitable relationship between employees and employers. There are certain basic labor laws that are in force in the United States and we'll discuss them briefly in this article.
Employee Relations and Labor Laws4–What i.docxgidmanmary
Employee Relations and Labor Laws
4–*
What is Employee Relations?TraditionallyEnsuring that people work well togetherResolving problems between peopleHandling conflictCompany policiesDealing with performance issuesDealing with negative behavior at work
4–*
What is Employee Relations? Cont.This role of HR if not done in a positive way:HR can be viewed as the policeNot approachablePerceived as aligned only with managementNot supportiveNot fairNot developmentally focusedAnd in many companies to be avoided!
4–*
Diversity, Equal Employment,
and Affirmative ActionDiversityThe variety of dimensions differentiating peopleEqual Employment OpportunityIndividuals should have equal treatment in all employment-related actions.Protected ClassIndividuals within a group identified for protection under equal employment laws and regulation.Race, ethnic origin, color • Gender • AgeDisability • Military experience • ReligionMarital status • Sexual orientation
4–*
Affirmative ActionAffirmative ActionA process in which employers identify problem areas, set goals, and take positive steps to enhance opportunities for protected-class members and to remove the effect of past discrimination.https://www.youtube.com/watch?v=1lC2XpgfdukReverse DiscriminationOccurs when a person is denied an opportunity because of preferences give to protected-class individuals who may be less qualified.https://www.youtube.com/watch?v=sWCqtJJUogs
4–*
Major Equal Employment Laws and ConceptsCivil Rights Act of 1964, Title VIICoverageAll private employers with 15 or more employeesAll educational institutionsState and local governmentsPublic and private employment agenciesLabor unions with 15 or more employeesJoint labor/management apprenticeship committeeEstablished the Equal Opportunity Commission to enforce the act’s provisions.https://www.youtube.com/watch?v=sY3y53CGKtE
4–*
Concepts Resulting in
Equal Employment Opportunity
4–*
Figure 4–2
Business Necessity and Job RelatednessBusiness NecessityA practice that is necessary for safe and efficient organizational operations.Example- A Chinese firm in the US needing to hire a Chinese speaking assistant.Bona Fide Occupational Qualifications (BFOQ)A business characteristic providing a legitimate reason why an employer can exclude persons on otherwise illegal bases of consideration.Example- Mandatory retirement age for airline pilotsDisparate Treatment A situation that exists when protected-class members are treated differently from others.https://www.youtube.com/watch?v=QHiA-jdhjUM
4–*
Civil Rights Act of 1991Significant provisions:Employment practices must be job-related and consistent with business necessity.Plaintiffs must identify particular employment practice and show that protected-class status was a factor in the employment practice.Provided limited compensatory damages for intentional discrimination.Allows plaintiffs to seek jury trials.Extended EEO coverage to U.S. citizens overseas.https:// ...
Thanks to a great webinar by Bruce Frew from St Philips Chamber on Equal Pay and Discrimination.
Lots to take in so we hope that this webinar transcripts will help.
The transcript gives a really good overview to Equal Pay and Discrimination and the Law surrounding this topic.
The document covers:
Summary of Equal Pay 1970 and the Equality Act 2010
Maternity and Equal Pay
Claims
Examples of matters covered
The Material Factor Defence
Examples of Sex Taint
For more information on this topic or to learn more about Bruce, please visit http://bit.ly/SXA0pP or why not join our LinkedIn Webinar Group to access all the archived recordings : http://linkd.in/1acZPdh
Employment Discrimination under Texas and Federal Law -- OverviewAdam Kielich
An overview of employment discrimination laws under Texas and federal law presented by Dallas - Fort Worth employment lawyer, Adam Kielich, principal attorney at The Kielich Law Firm in Bedford, Texas.
Prof. Vibhuti Patel "Gender Equality and Human Rights NHRC 30-11-2013VIBHUTI PATEL
Gender equity denotes an element of interpretation of social justice, usually based on tradition, custom, religion or culture, which is most often to the detriment to women. The Convention on the Elimination of All Forms of Discrimination against Women, also known as the Women’s Bill of Rights, declares that countries should:
• Act to eliminate violations of women’s rights, whether by private persons, groups or organizations,
• Endeavour to modify social and cultural patterns of conduct that stereotype either gender or put women in an inferior position,
• Ensure that women have equal rights in education and equal access to information,
• Eliminate discrimination against women in their access to health care,
• End discrimination against women in all matters relating to marriage and family relations.
Brian Merriman (Equality Authority) - Student Talk In UCD, Oct 26th 2007ucdsu
The presentation given by Brian Merriman of the Equality Authority to assembled UCD students as part of UCDSU's Employment Rights Week on October 26th, 2007.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
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➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
1. Equal Employment
Opportunity:
EMPLOYMENT OPPORTUNITY (EEO) ENTAILS
DISCRIMINATION AND MAKES SURE THAT
WORK PLACES ARE FREE FROM ANY KIND
OF UNLAWFUL HARASSMENT AND HENCE
ASSISTS EEO GROUPS TO OVERCOME ANY
MISHAP OR PAST OR PRESENT
DISADVANTAGE
2. Discrimination:
it is unlawful to discriminate on the basis of
age, disability and race
3. Laws:
AGE DISCRIMINATION ACT 2004 - SECT 4:
This Act makes it unlawful to discriminate on
the ground of age
4. This Act has effect subject to certain
geographical and constitutional limitations
Discrimination on the ground of age can be
direct or indirect .
It is unlawful to discriminate on the ground
of age in relation to work and certain other
areas It is not unlawful to discriminate on the
ground of age if a particular exemption is
applicable (see Divisions 4 and 5 of Part 4).
It is an offence to do certain things related to
age discrimination.
5. Complaints can be made to
the Commission about unlawful
discrimination.
Functions are given to the Commission .
Provision is made for miscellaneous matters
such as delegation, protection from civil
actions etc
6. Labor Welfare Package 2000
Labor Welfare Package for Workers was announced
by federal government on April 30, 2000 in which it
was made obligatory for the employers to offer
gender equality and affirmative action. This package
enforces:
7. Equal remuneration for men and women for work of
equal value through appropriate legislation.
Enhancement of maternity benefits for female mine
workers.
Safeguards against sexual harassment through
appropriate actions.
Recruitment of female labor inspectors for enforcement
of labor laws on female workers.
Increase in percentage of reserved seats of workers and
peasants at Union Councils, Tehsil Councils and District
Councils in the Devolution of Power Plan.
Extension of coverage of laws to agriculture and other
informal sectors of economy.
8. Disability Discrimination Act
Under the DDA, it is unlawful for employers to
discriminate against people with disabilities for a
reason related to their disability, in all aspects of
employment, unless this can be justified. The Act
covers things like recruitment and selection,
including:
9. application forms
job descriptions
personnel specifications
recruitment advertising
the application process
shortlisting and interviewing arrangements
selection testing arrangements
medical questionnaires and assessments
references
job offers
terms of employment
harassment
pregnancy, maternity and adoption rights
promotion, transfer or training opportunities
work-related benefits, such as access to recreation or refreshment facilities
dismissal or redundancy