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Equal Employment Challenges

Equal Employment Challenges CHAPTER OBJECTIVES After studying this chapter, you should be able to: 1. EXPLAIN the impact of workforce diversity on equal employment and affirmative action. 2. DESCRIBE the scope of each major equal employment law. 3. Discuss the relationship among federal, state, and local equal employment laws. 4. EXPLAIN the enforcement procedures used by the…

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Equal Employment Challenges

Equal Employment Challenges CHAPTER OBJECTIVES After studying this chapter, you should be able to: 1. EXPLAIN the impact of workforce diversity on equal employment and affirmative action. 2. DESCRIBE the scope of each major equal employment law. 3. Discuss the relationship among federal, state, and local equal employment laws. 4. EXPLAIN the enforcement procedures used by the…

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Summary

Summary Since government acts with the force of law, it presents a major challenge to the practice of HR management. Its influence comes from laws aimed at the employment relationship, Although most of these law: are limited in scope, they affect virtually every manger and HR activity. is particularly important to managers because it is often a manager’s actions…

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EEO’s Impact

EEO’s Impact  Human resource plans must reflect the organization’s affirmative action goals . • Selection of applicants must involve screening devices that are valid and nondiscriminatory. • Training and development opportunities must be available to workers without regard to factors that discriminate. • Performance appraisals must be free of biases that discriminate n Compensation programs must be based on…

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Equal Opportunity in Perspective

Equal Opportunity in Perspective Equal employment laws have a broad impact on the practice of HR management. Professionally, the challenge of equal employment gives HR professionals more visibility and power within their organizations. Threats of suits and government investigations and the remote possibility of losing a government contract have caused top management to lend more support to activities that further…

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Development of Affirmative Action Plans

Development of Affirmative Action Plans Affirmative action ,Clans are situation. Their design depends on the specific discriminatory practices involved. For example, when an employer has a high number of members of a protected class doing a particular job, concentration exists. Concentration occurs v..’hen the proportion of protected class members holding a particular job is greater than their availability in…

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Managers’ reactions.

Managers’ reactions. The implementation of an affirmative action program may cause managers to feel a loss of authority. They may lose the right to make final hiring and promotion decisions because the HR department may overrule them to achieve the objectives of the plan. In time, supervisors may believe that members of protected classes are getting preferential treatment, and this…

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Development of Affirmative Action Plans

Development of Affirmative Action Plans  Affirmative action labs are situation. Their design depends on the specific discriminatory practices involved. For example, when an employer has a high number of members of a protected class doing a particular job, concentration exists. Concentration occurs when the proportion of protected class members holding a particular job is greater…

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Managers’ reactions.

Managers’ reactions.  The implementation of an affirmative action program may cause managers to feel a loss of authority. They may lose the right to make final hiring and promotion decisions because the HR department may overrule them to achieve the objectives of the plan. In time, supervisors may believe that members of protected classes are…

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Reverse discrimination

Reverse discrimination. The use of affirmative action plans has led to charges of reverse discrimination against employers. These charges usually arise when an employer seeks to hire or promote a member of a protected class over an equally (or better)’ qualified candidate who is not a member of that class. For example, if an employer has an affirmative…

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