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Description of Major Equal Employment Opportunity Laws

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What are the five major federal Equal Employment Opportunity or Affirmative Action laws? How do these laws govern the employment relationship? Why is it important for employers and employees to be protected from laws and regulations?

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According to the U.S. Equal Employment Commission (http://www.eeoc.gov/facts/qanda.html) the federal laws prohibiting discrimination include:

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin;

the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;

the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older;

Title I and Title V of the ...

Solution Summary

This solution identifies the five major federal Equal Employment Opportunity or Affirmative Action laws. It explains how these laws govern employment relationships, and why it is important for employers and employees to be protected from laws and regulations. It includes links and examples.

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discrimination-free policies and procedures - Walgreens

We will be looking at the following major employment discrimination laws: the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Pregnancy Discrimination Act, Title VII of the Civil Rights Act, and the Vietnam Era Veterans' Readjustment Assistance Act. We also will look at the Genetic Information Nondiscrimination Act, Vocational Rehabilitation Act and Executive Order 11246.

After you have reviewed the eeoc.gov website and other sources providing you an overview of these major laws, please answer the following:

For each law/executive order, provide a list of specific questions that an organization should include in a routine self-audit to ensure that the organization has discrimination-free policies and procedures.

What types of data should organizations gather and analyze to ensure compliance with each of the above laws?

What HRM actions (programs, systems, procedures, activities) are necessary to ensure that unlawful harassment specific to age, sex, pregnancy, religion, disability, race, color, genetics and national origin does not take place?

Discuss the degree to which your organization (WALGREENS) is committed to and successfully practices non-discrimination. How is this organization's practices toward discrimination-law compliance different that its practices toward nurturing and promoting diversity?

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