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Hiring Process and Affirmative Action Plan

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Discussion Questions:

Read the questions and respond with an answer that is no longer than 100 words.

You have been asked to form a committee to interview a potential candidate for a supervisory position.

Would you as head of the human resource department meet with the committee prior to any interviews? If yes, what would you say to the members? If no, why would you not meet with them?
An employee came to you (Manager, Human Resources) and claimed a supervisor made discriminatory remarks. What would be your first step?

Week Four: Read the questions and respond with an answer that is no longer than 100 words.

Discussion Questions:

Review your company's Affirmative Action Plan. Does it reflect what you have read and studied in this lesson? What are its strengths? What are its weaknesses? Please post your response on the Discussion Board and interact with other students.

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Solution Preview

Hi,

Interesting discussion questions! One approach to help you with an assignment like this one is to look information from various sources and a sample AA Plans, which you can then draw on for your final discussion responses. This is the approach this response takes. I attached two sample AA plan suggested requirements.

RESPONSE:

Discussion Questions:

1. Read the questions and respond with an answer that is no longer than 100 words.

a. You have been asked to form a committee to interview a potential candidate for a supervisory position. Would you as head of the human resource department meet with the committee prior to any interviews? If yes, what would you say to the members? If no, why would you not meet with them?

Selection Committees include a Human Resources representative (e.g. head of the human resource department) to provide advice and support in the application of procedures and relevant legislation governing recruitment and selection as well as co-coordinating the selection process including short-listing and interviews. The Human Resources representative would attend all Committee short-listing meetings. Prior to the commencement of interviews, the Human Resource representative would brief the Committee at the ...

Solution Summary

In relation to forming a committee to interview a potential candidate for a supervisory position, various aspects are consider e.g. meeting with human resource department prior to interview, what to say, what to do if someone reported discrimination, and others. Through illustrative example, tt also reviews an Affirmative Action plan in terms of strengths and weaknesses.

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Affirmative Action

Describe the elements of affirmative action as it applies to public sector and private sector employers and how it interacts with Title VII requirements of Equal Employment Opportunity.

Affirmative action enforces equality in the workplace as it relates to hiring, training-apprenticeships, promotion, compensation, transfer, layoff, termination and goals. Affirmative Action enforces equal employment opportunities for disadvantaged group or individuals who are discriminated against due to race, religion, creed, color, disability, national or ethnic origin, sex, age or marital status. Affirmative action programs are designed to improve the workplace environment and free it of discrimination. The Federal Employment Equity Act enforces employment equity. Legislation demands employers to account for their employees who belong to these four groups. Employers are required to establish all groups are represented equally, at all levels within their organizations. According to "Marquita Sykes in the article entitled The Origins of Affirmative Action (2008, ¶ 1). The Thirteenth Amendment to the Constitution which made slavery illegal. President John F. Kennedy's 1961 Executive Order 10925, to enforce Affirmative Action." (Affirmative Action, 2008, ¶ 1).

Affirmative Action

Describe the elements of affirmative action as it applies to public sector and private sector employers and how it interacts with Title VII requirements of Equal Employment Opportunity.

Affirmative action enforces equality in the workplace as it relates to hiring, training-apprenticeships, promotion, compensation, transfer, layoff, termination and goals. Affirmative Action enforces equal employment opportunities for disadvantaged group or individuals who are discriminated against due to race, religion, creed, color, disability, national or ethnic origin, sex, age or marital status. Affirmative action programs are designed to improve the workplace environment and free it of discrimination. The Federal Employment Equity Act enforces employment equity. Legislation demands employers to account for their employees who belong to these four groups. Employers are required to establish all groups are represented equally, at all levels within their organizations. According to "Marquita Sykes in the article entitled The Origins of Affirmative Action (2008, ¶ 1). The Thirteenth Amendment to the Constitution which made slavery illegal. President John F. Kennedy's 1961 Executive Order 10925, to enforce Affirmative Action." (Affirmative Action, 2008, ¶ 1).

Affirmative Action as it applies to public, and private sectors employees, and how it interacts with Title V11 requirement of Equal Employment Opportunity, women, minorities, blacks and Hispanics are represented proportionately in employment, education, and business which has not been the case traditionally. A number of laws can pertain to just private employers, while others pertain to educational institutions, employment agencies and public sector employees. Laws do consider how many employees are working at a company, and how many employees are in each location. "An affirmative action plan consists of statistical analysis of the employer's under utilization of individuals from certain protected classes and includes the steps that will be taken to improve their representation in the employer's workforce" (PPS, 2008). Affirmative action plans may be voluntary or court ordered, and the intention of such plans is to give opportunities to a group that has been traditionally discriminated against. (Labor Relations, 2010)

What employers are subject to affirmative action plans and why?

Businesses are required to comply with Title VII Regulations. Most businesses are required to comply with Title VII, and are eligible to participate in affirmative action programs. "For example, as of 2005, federal laws such as Title VII and the Americans with Disabilities Act apply to private employers, employment agencies, educational institutions, and state and local governments with at least 15 employees. Other federal laws, like the Age Discrimination in Employment Act, apply to private employers with at least 20 employees" (Gross, 2008). Understandably, smaller companies may have a difficult time proving that they have not participated in discrimination practices because percentages can be skewed by the small sample size. Because of this, many federal laws regarding discrimination in hiring do not cover small businesses. Still, state legislation often has a set of rules that encompasses businesses of every size.

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