Lecture Fundamentals of human resource management (11th Edition): Chapter 3

After reading chapter 3, you should be able to: Explain how the three branches of government regulate human resource management; summarize the major federal laws requiring equal employment opportunity; identify the federal agencies that enforce equal employment opportunity, and describe the role of each;...

Fundamentals of Human Resource Management 11e Chapter Equal Opportunity Employment Introduction § Almost every U.S. organization, public and private, must  abide by  • • • The 1964 Civil Rights Act  Its 1972 amendment, the Equal Employment Opportunity  Act Other federal laws regulating employment State and municipal laws may go beyond federal laws Fundamentals of Human Resource  Laws Affecting Discriminatory  Practices Đ The1964CivilRightsAct Outlawedracialsegregationanddiscriminationin employment,publicfacilities,andeducation TitleVIIcovershiring,promotion,dismissal,benefits, compensationoranyotherterms,conditions,orprivileges basedon: • • • • • Race Religion Color Gender Organizations must have at least 15 employees to be covered National origin  FundamentalsofHumanResource RaceandColorDiscrimination Đ Basedonpersonalcharacteristicsrelatedto racesuchas: • • • Skin color Hair texture Facial features Name  Attire Accent Marriage to a minority FundamentalsofHumanResource ReligiousDiscrimination Đ Basedonreligiousbeliefsandhowtheyare practiced: All religions are covered Absence of religion is covered too Protected beliefs must be sincerely held Employer must be notified Fundamentals of Human Resource  Religious Discrimination § Reasonable accommodations must be made as  long as they don’t cause an undue hardship for  the employer. Accommodations may include: • • • • Dress Head coverings Facial hair Religious holidays Fundamentals of Human Resource  NationalOriginDiscrimination Đ Đ Đ Basedoncitizenshiporpermanentresidence status Mayoverlapwithraceorcolordiscrimination Examples: • • Name Dress Accent  Fundamentals of Human Resource  Sex and Gender Discrimination § § Expanded and clarified by other laws Examples of discrimination include  differences in treatment that involve: • • • • • Wages and benefits Procedures Leaves of absence Dress codes Job categories Fundamentals of Human Resource  Laws Affecting Discriminatory  Practices § The 1972 Equal Employment Opportunity Act  (EEOA)  § § § § Enforced the 1964 Civil Rights Act Established the Equal Employment Opportunity  Commission (EEOC) Expanded scope of civil rights protection to  employees of  state and local governments,  education, and labor Introduced affirmative action (Exec. Order 11246) The EEOC website has helpful information for employees and employers Their “Youth at Work” website helps young workers understand their rights Fundamentals of Human Resource  Laws Affecting Discriminatory  Practices § Executive Order 11246  • § Executive Order 11375  • § prohibits discrimination by federal agencies and  contractors or subcontractors added sex­based criteria to 11246 Executive Order 11478  • added that employment practices of the federal government  must be based on merit and prohibit discrimination  Fundamentals of Human Resource  10 Preventing Discrimination restricted policy Do HRM policies exclude a class of  individuals? geographical comparisons Does company’s mix of employees at all levels reflect its  recruiting market?  Fundamentals of Human Resource  27 Preventing Discrimination McDonnell  Douglas Test § Four components must exist Individual is a member of a protected group Individual applied for a job for which he or she was  qualified Individual was rejected Employer continued to seek applicants with similar  qualifications after individual was rejected FundamentalsofHumanResource 28 PreventingDiscrimination Đ AffirmativeActionPlans Seekstocorrectpastinjusticesinhiringby activelyseekingminorityapplicants Workforce should resemble the community Applies to organizations that contract with the  federal government Fundamentals of Human Resource  29 Preventing Discrimination  § How companies can respond to  discrimination charges if found to have  adverse impact: • •  Discontinue the practice  Defend against the charges by arguing:  § Business necessity  § Bona fide occupational qualification § Seniority systems Proving job relatedness is often the most common approach Fundamentals of Human Resource  30 Exhibit 3­5: Summary of Selected  Supreme Court Cases Affecting EEO Case Ruling Griggs v. Duke Power (1971)  Tests must fairly measure the knowledge or skills required for a job;  also validity of tests Albemarle Paper Company v. Moody (1975) Clarified requirements for using and validating tests in selection Washington v. Davis (1976)  Job­related tests are permissible for screening applicants Connecticut v. Teal (1984)  Requires all steps in a selection process to meet the 4/5ths rule Firefighters Local 1784 v. Stotts (1984) Layoffs are permitted by seniority despite effects it may have on  minority employees Wyant v. Jackson Board of Education (1986)  Layoffs of white workers to establish racial or ethnic balances are  illegal; however, this case reaffirmed the use of affirmative action plans  to correct racial imbalance United States v. Paradise (1986)   Quotas may be used to correct significant racial discrimination  practices Sheetmetal Workers Local 24 v. EEOC (1987) Racial preference could be used in layoff decisions only for those who  had been subjected to previous race discrimination Johnson v. Santa Clara County Transportation  Reaffirmed the use of preferential treatment based on gender to  overcome problems in existing affirmative action plans Agency (1987) Fundamentals of Human Resource  31 Enforcing Equal Opportunity  Employment Federal Government EEOC www.eeoc.gov  Fundamentals of Human Resource  OFCCP within department  of labor http://www.dol.gov/ofccp/  32 Enforcing Equal Opportunity  Employment EEOC Enforces federal laws on civil rights at work.  Follows a five­step process to resolve complaints: EEOC notifies company within 10 days of filing and begins investigation EEOC notifies company of findings within 120 days If complaint is unfounded, process stops If founded, EEOC tries to correct the problem informally If unsuccessful, EEOC begins mediation (settlement meeting) If unsuccessful, EEOC may file charges in court Has power to investigate claims but no enforcement power Fundamentals of Human Resource  33 EnforcingEqualOpportunity Employment OFCCP Đ OfficeofFederalContractCompliancePrograms(OFCCP) Responsibleforensuringthatcontractorsdoingbusiness withtheFederalgovernmentdonotdiscriminateandtake affirmativeaction • Follows similar practice as EEOC in evaluating claims  • Can cancel an organization’s contract with the federal  government if organization fails to comply with EEO laws Fundamentals of Human Resource  34 Current Issues in Employment  Law § Sexual Harassment • • • Creates intimidating, offensive or hostile  environment Unreasonably interferes with individual’s work Adversely affects an individual’s employment  opportunities Fundamentals of Human Resource  35 CurrentIssuesinEmployment Law Đ SexualHarassmenttakestwoforms Quidproquoharassment Đ Sexualbehaviorisexpectedasaconditionof employment Hostile environment harassment § Workplace environment is offensive enough to interfere  with the ability to work Fundamentals of Human Resource  36 Current Issues in Employment  Law § ComparableWorth Jobsofequalimportancetoanorganizationshould earnequalpay Factorstoconsider Đ Đ Đ Đ Skills Responsibilities Working conditions Effort Women earn approximately 80%  of the salary of men Fundamentals of Human Resource  37 Current Issues in Employment  Law § Glass Ceiling • • Invisible barrier blocking promotion to top  management Women and minorities are under­represented in  top management positions Percent of women in top management positions Thailand 45% Russia 36% Hong Kong 36% Philippines 36% United States 15% Japan 10% Fundamentals of Human Resource  38 Current Issues in Employment  Law § SexualOrientation Đ EnglishOnlyLaws Đ Nofederallawprotection 21states,DistrictofColumbiaandFederalGovernment prohibit discrimination based on sexual orientation Necessity must be proven May violate national origin discrimination protection Appearance and Weight • • No federal law protection Discrimination may affect pay, hiring and promotions Fundamentals of Human Resource  39 HRM in a Global Environment Laws affecting HRM vary greatly by country.  China Canada India 60/100­hour work­weeks not uncommon. China’s recent labor laws seek to  protect employees from such practices, but progress remains slow Canadian laws closely parallel those in the U.S Caste­based discrimination remains a barrier to equal  employment despite legal and constitutional protection Australia Australia’s discrimination laws not enacted until the 1980s Germany Representative participation (work councils and board representatives) put  labor on par with management and stockholders Fundamentals of Human Resource  40 Fill­in­the­blanks The 1964 Civil Rights Act, Title VII, protects individuals on the basis of , _, , _, and race, color, religion, sex, national origin The Equal Opportunity Employment Act established the _ EEOC The Civil Rights Act of 1991 included the _ Act Glass Ceiling The 4/5ths Rule: number of minority members hired must equal at least _ percent of the majority members in the population hired 80 With , companies argue job relatedness in responding to accusations of discrimination in hiring business necessity The 1971 Supreme Court case _v. ruled that tests must fairly measure the skills and knowledge required for a job Griggs v Duke Power Company The EEOC defines sexual harassment as creating an intimidating, offensive, or hostile environment 41 Fundamentals of Human Resource  ... but those with HIV/AIDS and intellectual disabilities Fundamentals of Human Resource 14 Important ADA Terms Fundamentals of Human Resource 15 Laws Affecting Discriminatory  Practices § ADAAmendmentsActof2008(ADAAA) Makesiteasierforemployeestoprovedisability... Bona fide occupational qualification § Seniority systems Proving job relatedness is often the most common approach Fundamentals of Human Resource 30 Exhibit 3 5: Summary of Selected  Supreme Court Cases Affecting EEO Case...  Connecticut v. Teal (1984) case established that decisions in each step of decision process must conform to the 4/5ths rule Exhibit 3. 4 shows an example of compliance and non-compliance with the 4/5ths rule Fundamentals of Human Resource 26 Preventing Discrimination