Analyze Non-Discrimination Practices
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Analyze any anti-discrimination law which is now a state law for the state of Virginia. Select an anti-discrimination law that applies to the private sector, not the public sector - government. Analyze the way that this legislation impacts the way that business is done and the way the business must deal with employees and employee issues. Evaluate whether these laws are still necessary and if you do or do not think they are still necessary. Include in the analysis current publications that support or add to the analysis and evaluation. Find three current references from research articles or publications.
Explain how the significant changes in Federal anti-discrimination law occurring since 1990 have impacted employees and organizations.
Explain if the anti-discrimination laws provide more protections for employees such as preventing sexual harassment or more opportunities in organizations for the disabled. Describe if anti-discrimination laws changed the culture of organizations so that there is more tolerance of individual employee differences. Explain the impacts of these changes.
Explain why these changes are or are not necessary for gaining a competitive advantage in a global economy.
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The response provides you a structured explanation of non-discrimination practices . It also gives you the relevant references.
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An anti-discrimination law which is a state law for the state of Virginia is the Virginia Human Rights Act § 2.2-3900. A part of this law applies to the private sector and niot the public sector. "The law or activity differentiating between person on the basis of age over the age of 18 where the differentiation is based on reasonable factors other than age or where the program, law or activity constitutes a legitimate exercise of powers of the Commonwealth for the general health safety and welfare of the population at large" (§ 2.2-3902). The Virginia Human Rights Act specifies that it disallows any discrimination on the basis of race, color, religion, national origin, sex, pregnancy, childbirth, or related medical conditions, age, marital status, or disability (1). These discriminations are disallowed by the federal law. Then why was this law enacted? The key reason is that the federal law bans discrimination by employers who have 15 or more employees. The Virginia Human Rights Act bans discrimination by an employer with six to fourteen employees. This law was required in Virginia because the state felt that anti-discrimination law should apply to employers with six or more employees. The Virginia government has created The Division of Human Rights which receives and investigates complaints alleging discrimination(2). It looks into complaints relating to discrimination in employment, places of public accommodation, and educational institutions in violation of The Virginia Human Rights Act or the federal laws(3). Since, there is a an overlap between The Virginia Human Rights Act and federal laws, The Division of Human Rights has a work-share agreement with the federal Equal Employment Opportunity Commission to investigate and make determinations with regard to alleged violation of Title VII of the Civil Rights Act of 1964 and other federal laws. The intent of the Virginia law is to include within the discrimination law employers having six or more employees. If the state legislature feels that now it is necessary to include within the ambit of the discrimination laws employers with six employees or more then The Division of Human Rights is still necessary.
Significant changes in the Federal anti-discriminatory law occurring since 1990 have impacted employees and organizations. The Civil Rights Act of 1991 modified procedural and substantive rights given by the federal law in employment discrimination cases. It gives the right to trial by jury on discrimination claims and allows damages for emotional distress. Americans with ...
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