Equal Employment Opportunity Legal Aspects of Human Resource Management.pptVIP免费

McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.3-1McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.3-2EqualEmploymentEqualEmploymentOpportunity:LegalAspectsOpportunity:LegalAspectsofHumanResourceofHumanResourceManagementManagementEqualEmploymentEqualEmploymentOpportunity:LegalAspectsOpportunity:LegalAspectsofHumanResourceofHumanResourceManagementManagementchapterchapter3McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.3-3IntroductionIntroduction(1of2)(1of2)Equalemploymentopportunity(EEO)hasimplicationsforalmosteveryactivityinHRMHRofficialsandmanagersineveryfunctionoftheorganizationareinvolvedEEOprogramsareimplementedto:PreventemploymentdiscriminationintheworkplaceTakeremedialactiontooffsetemploymentdiscriminationMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.3-4IntroductionIntroduction(2of2)(2of2)TopmanagersmustgetinvolvedinEEOissuesandprogramsOperatingmanagersmustassistAttitudechangesaboutprotected-categoryemployeesHelpallemployeesadjusttochangesEEObringstotheworkplaceMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.3-5HowDidEEOEmerge?HowDidEEOEmerge?ThreemainfactorsthatledtothedevelopmentofEEO:1.Changesinsocietalvalues2.Theeconomicstatusofwomenandminorities3.TheemergingroleofgovernmentregulationMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.3-6EqualEmploymentOpportunityLawsEqualEmploymentOpportunityLawsTitleVIIofthe1964CivilRightsActPregnancyDiscriminationActof1978CivilRightsActof1991ExecutiveOrder11246(1965)EqualPayActof1963AgeDiscriminationinEmploymentActof1967(ADEA)AmericanswithDisabilitiesActof1990(ADA)McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.3-7TitleVIIoftheCivilRightsActof1964TitleVIIoftheCivilRightsActof1964Prohibitsdiscriminationagainstemployeesonthebasisof(protectedcategories):racecolorreligionsexnationaloriginProhibitsdiscriminationwithregardtoanyemploymentconditionMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.3-8TitleVIIoftheCivilRightsActof1964TitleVIIoftheCivilRightsActof1964(continued)(continued)Coveredentitiesinclude:Privateemployerswith15ormoreemployeesLabororganizationswith15ormoremembersEmploymentagenciesFederal,state,andlocalgovernmentemployersExemptentitiesinclude:PrivatemembershipclubsNativeAmericantribesMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.3-9DiscriminationDiscriminationDisparateImpactFour-fifthsRuleRetaliationDisparateTreatmentBonaFideOccupationalQualification(BFOQ)McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.3-10DisparateTreatmentDisparateTreatmentIntentionaldiscriminationEmployersapplydifferentstandardsortreatmenttodifferentgroupsofemployeesorapplicantsbaseduponaprotectedcategoryKeyU.S.SupremeCourtcase:McDonnellDouglasv.GreenPlaintiffmustfirstestablishaprimafaciecaseprovingdisparatetreatmentMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.3-11BonaFideOccupationalQualificationBonaFideOccupationalQualification(BFOQ)(BFOQ)(1of2)(1of2)TitleVIIstatesthatorganizationsmayhireemployees:baseduponreligion,sex,ornationaloriginmustbereasonablynecessarytothenormaloperationoftheparticularbusinessorenterpriseCourtsapplytheBFOQdefen...