The Legal Environment: Equal Employment Chapter Opportunity and Safety Objectives • Analyze a work-flow process, identifying the output, activities, and inputs in the production of a product or service • Understand the importance of job analysis in strategic and human resource management • Choose the right job analysis technique for a variety of human resource activities • Identify the tasks performed and the skills required in a given job • Understand the different approaches to job design • Comprehend the trade-offs among the various approaches to designing jobs Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 2000 The Legal System in the United States 3-2 Irwin/McGraw-Hill LegislativeBranch Branch Legislative ExecutiveBranch Branch Executive JudicialBranch Branch Judicial © The McGraw-Hill Companies, Inc., 2000 EEO Laws and Regulations 3-3 Constitutionalamendments amendments Constitutional 13thamendment amendment 13th 14thamendment amendment 14th Congressionallegislation legislation Congressional Executive orders orders Executive Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 2000 Constitutional Amendments 3-4 13thamendment amendment 13th abolished slavery slavery abolished 14thamendment amendment 14th limitsactions actionsof of limits government government provides“equal “equal provides protection” protection” requiresdue due process process requires Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 2000 Congressional Legislation 3-5 ReconstructionCivil CivilRights RightsActs Acts Reconstruction EqualPay PayAct Act(1963) (1963) Equal men&&women womenpaid paidequally equallyfor forequal equalwork work men TitleVII VIIof ofCivil CivilRights RightsAct Act(1964) (1964) Title coversrace, race,color, color,religion, religion,sex sexand andnational nationalorigin origin covers 15or ormore moreemployees employees 15 AgeDiscrimination DiscriminationAct Act(1967) (1967) Age over40 40years yearsof ofage age over 15or ormore moreemployees employees 15 VocationalRehabilitation RehabilitationAct Act(1973) (1973) Vocational affirmativeaction actionfor forpeople peoplewith withdisabilities disabilities affirmative Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 2000 Congressional Legislation (cont.) 3-6 VietnamEra EraVeteran’s Veteran’sReadjustment ReadjustmentAct Act(1974) (1974) Vietnam affirmativeaction actionfor forVietnam Vietnamvets vets affirmative CivilRights RightsAct Act(1991) (1991) Civil addscompensatory compensatoryand andpunitive punitivedamages damages adds Americanswith withDisabilities DisabilitiesAct Act(1990) (1990) Americans prohibitsdiscrimination discriminationbased basedon ondisability disability prohibits “reasonableaccommodation” accommodation” “reasonable determine“essential” “essential”job jobfunctions functions determine Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 2000 Executive Orders 3-7 Number 11246 Number 11478 Irwin/McGraw-Hill affirmative action targets for women & minorities government employment policies based on merit & fitness © The McGraw-Hill Companies, Inc., 2000 Enforcement of Equal Employment Opportunities 3-8 Two agencies responsible for the Enforcement are: •The Equal Employment Opportunity Commission •The Office of Federal Contract Compliance Procedures Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 2000 3-9 Equal Employment Opportunity Commission Three Major Responsibilities: * Investigating and resolving complaints * Gathering information * Issuing guidelines Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 2000 3-10 Affirmative Action Plans have three basic components: Irwin/McGraw-Hill Utilization analysis analysis Utilization Goalsand and timetables timetables Goals Actionsteps steps Action © The McGraw-Hill Companies, Inc., 2000 Types of Discrimination 3-11 Disparate Disparate Treatment Treatment Irwin/McGraw-Hill Disparate Disparate Impact Impact Reasonable Reasonable Accommodation Accommodation © The McGraw-Hill Companies, Inc., 2000 3-12 Types of Discrimination Disparate Disparate Treatment Treatment - Show intent? - Yes - Prima facie - member of case protected group - Employer’s defense - show BFOQ - Plaintiff’s rebuttal - reason a pretext - Damage - compensatory/ punitive - Key litigation - McDonnell Douglas v Green Hopkins v Price Waterhouse Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 2000 3-13 Types of Discrimination Disparate Disparate Treatment Treatment - Show intent? - Yes - Prima facie - member of protected group case Disparate Disparate Impact Impact - No - statistical disparity - Employer’s defense - show BFOQ - Plaintiff’s rebuttal - reason a pretext - Damages - compensatory/ punitive - equitable relief - Key litigation - McDonnell Douglas v Green Hopkins v Price Waterhouse - Griggs v Duke Power Wards Cove v Atonio © The McGraw-Hill Companies, Inc., 2000 Irwin/McGraw-Hill - show job relatedness - other ways exist 3-14 Types of Discrimination Disparate Disparate Treatment Treatment Disparate Disparate Impact Impact Reasonable Reasonable Accommodation Accommodation - Show intent? - Yes - Prima facie - member of case protected group - No - statistical disparity - Yes - Employer’s - show BFOQ defense - show job relatedness -Failure to be accommodated - other ways exist - Job relatedness and business necessity - Plaintiff’s rebuttal - reason a pretext - Damages - compensatory/ punitive - equitable relief - McDonnell Douglas v Green Hopkins v Price Waterhouse - Griggs v Duke -Wal-Mart Power Wards Cove v © The McGraw-Hill Companies, Inc., 2000 Atonio - Key litigation Irwin/McGraw-Hill - compensatory/ punitive 3-15 Retaliation for Participation and Opposition Title VII of the Civil Rights Act of 1964 provides protection for • Opposition • Participation Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 2000 Current Diversity Issues 3-16 SexualHarassment Harassment Sexual Bundyv v Jackson Jackson “quid “quidpro proquo” quo” Bundy MeritorSavings SavingsBank Bankv v.Vinson Vinson Meritor hostileworking workingenvironment environment hostile Affirmative action action && reverse reverse discrimination discrimination Affirmative Americanswith withDisabilities DisabilitiesAct Act Americans Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 2000 3-17 Employee Safety OccupationalSafety Safetyand andHealth HealthAct Act Occupational Rightsof ofEmployees Employees Rights requestinspection inspection request representativepresent present representative dangeroussubstances substancesidentified identified dangerous informedabout abouthazards hazards informed violationsposted posted violations Inspections Inspections Penalties Penalties Effect Effect increasedlevel levelof ofawareness awareness increased manyaccidents accidentsaaresult resultof ofunsafe unsafebehaviors behaviorsnot not many workingconditions conditions working Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 2000 Safety Awareness Programs 3-18 Identifying&&communicating communicatinghazards hazards Identifying JobHazard HazardAnalysis AnalysisTechnique Technique Job Technic of Operations Review Technic of Operations Review Reinforcingsafe safepractices practices Reinforcing safetyincentive incentiveprograms programs safety focuson onjobs jobs focus focuson ontype typeof ofinjury injury focus Promotingsafety safetyinternationally internationally Promoting Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 2000 [...]... Discrimination 3-11 Disparate Disparate Treatment Treatment Irwin/McGraw-Hill Disparate Disparate Impact Impact Reasonable Reasonable Accommodation Accommodation © The McGraw-Hill Companies, Inc., 2000 3-12 Types of Discrimination Disparate Disparate Treatment Treatment - Show intent? - Yes - Prima facie - member of case protected group - Employer’s defense - show BFOQ - Plaintiff’s rebuttal - reason a pretext... Effect Effect increasedlevel levelof ofawareness awareness increased manyaccidents accidentsaaresult resultof ofunsafe unsafebehaviors behaviorsnot not many workingconditions conditions working Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 2000 Safety Awareness Programs 3-18 Identifying&&communicating communicatinghazards hazards Identifying JobHazard HazardAnalysis AnalysisTechnique Technique... Employee Safety OccupationalSafety Safetyand andHealth HealthAct Act Occupational Rightsof ofEmployees Employees Rights requestinspection inspection request representativepresent present representative dangeroussubstances substancesidentified identified dangerous informedabout abouthazards hazards informed violationsposted posted violations Inspections Inspections Penalties Penalties... rebuttal - reason a pretext - Damages - compensatory/ punitive - equitable relief - Key litigation - McDonnell Douglas v Green Hopkins v Price Waterhouse - Griggs v Duke Power Wards Cove v Atonio © The McGraw-Hill Companies, Inc., 2000 Irwin/McGraw-Hill - show job relatedness - other ways exist 3-14 Types of Discrimination Disparate Disparate Treatment Treatment Disparate Disparate Impact Impact Reasonable... Reasonable Accommodation Accommodation - Show intent? - Yes - Prima facie - member of case protected group - No - statistical disparity - Yes - Employer’s - show BFOQ defense - show job relatedness -Failure to be accommodated - other ways exist - Job relatedness and business necessity - Plaintiff’s rebuttal - reason a pretext - Damages - compensatory/ punitive - equitable relief - McDonnell Douglas... SexualHarassment Harassment Sexual Bundyv v Jackson Jackson “quid “quidpro proquo” quo” Bundy MeritorSavings SavingsBank Bankv v.Vinson Vinson Meritor hostileworking workingenvironment environment hostile Affirmative action action && reverse reverse discrimination discrimination Affirmative Americanswith withDisabilities DisabilitiesAct Act Americans Irwin/McGraw-Hill © The McGraw-Hill Companies,... Damage - compensatory/ punitive - Key litigation - McDonnell Douglas v Green Hopkins v Price Waterhouse Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 2000 3-13 Types of Discrimination Disparate Disparate Treatment Treatment - Show intent? - Yes - Prima facie - member of protected group case Disparate Disparate Impact Impact - No - statistical disparity - Employer’s defense - show BFOQ - Plaintiff’s... Douglas v Green Hopkins v Price Waterhouse - Griggs v Duke -Wal-Mart Power Wards Cove v © The McGraw-Hill Companies, Inc., 2000 Atonio - Key litigation Irwin/McGraw-Hill - compensatory/ punitive 3-15 Retaliation for Participation and Opposition Title VII of the Civil Rights Act of 1964 provides protection for • Opposition • Participation Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 2000 Current Diversity... AnalysisTechnique Technique Job Technic of Operations Review Technic of Operations Review Reinforcingsafe safepractices practices Reinforcing safetyincentive incentiveprograms programs safety focuson onjobs jobs focus focuson ontype typeof ofinjury injury focus Promotingsafety safetyinternationally internationally Promoting Irwin/McGraw-Hill © The McGraw-Hill Companies, Inc., 2000