Equal Employment Opportunity and Employee Rights Review

Equal Employment Opportunity and Employee Rights Review

Brief summary: The two laws we have chosen for us from List A (Equal Employment Acts) are Civil Rights Act of 1964 and Pregnancy Discrimination Act of 1978. The one law or issue from List B (Employee Rights Acts and Issues) I have chosen for our team is Drug-Free Workplace Act. From List A (Equal Employment Acts) was created so that every person that is employed must be treated equally on the job from the proper training, employment promotions including other employees actions. These acts apply to everyone equally because the Equal Employment Acts is a federal law.

In 1964 the Civil Rights Act is considered to be a breakthrough section of lawmaking in the United States. This act had outlawed most important racial acts of discrimination contrary to, cultural, ethnic group, faith or creed, minorities, and womankind. This act was also intended towards putting away with racial segregation in voting and segregation in the schools system and work place.

In 1978 the Pregnancy Discrimination Act was brought into existence. The purpose of this act is to discourage and prohibit sexual discrimination based on pregnancy. This includes is not limited to pregnancy, child birth, and medical complications related to child birth. The act protects women while enduring their pregnancy and up to and through child birth and recovery. The protection covers the mothers' position and any discrimination within the organization

From List B (Employee Rights Acts and Issues), Drug-Free Workplace Act is a very important Act. This Act was created in the United States required many Federal servicers in addition to all Federal grantees to come to an understanding that will create and make available a drug-free place of work as a requirement of in receipt of a agreement or grant from the United States Federal organization

Equal Employment Act

The New have Connecticut firefighters case and the Supreme Court's decision on the Ricci VS DeStefano Case, caused Human Resource Departments around the country and globally, to change the approaches' towards the placement of employee's and decisions involving the daily handling of the environment around the workplace. With the civil rights act of 1964, employers have not been able to discriminate against their employees in the areas of hiring, promoting, training, and firing on the basis of a person's race, color, sex, or religion. There are two important legal theories in the civil rights law, the disparate treatment theory and the adverse impact theory. These two theories have fundamental principles both substantive and procedural that have major consequences for employers and employees both in the civil rights areas.

The Civil Rights Act of 1964 is the single most important civil rights law in American history. The law applies to both public and private sectors, both in state and federal levels and consist of the agencies, local governments, and departments within each of these. Any employer who has 15 or more employees that work at least one day in 20 or more calendar weeks of the current calendar year, falls within these laws and regulations. Human resources have to tread a line of middle ground to be sure and handle the employees hiring, training and daily benefits within the legal and ethical lines.

Many companies require teats to see if a potential employee meets the standards of the job field. Employers have to make sure the teats are the same across the board for minorities and non-minorities both. It is not unlawful to hire someone on the results of a test, as long as the teat was not designed and used in a discriminatory manner. Human resources will be fine as long as they do not lose sight of the focus of the company's vision and goals. Designing the practices of operation and recruiting should stay in the guidelines of the mission the company wants to reach and no matter the type of employees' background, give equal opportunity to all. Doing so will keep the company out of trouble and be able to function with a diverse team generating many different talents to help the company grow.

The Pregnancy Discrimination Act of 1978

The purpose of this act is to discourage and prohibit sexual discrimination based on pregnancy. This includes is not limited to pregnancy, child birth, and medical complications related to child birth. The act protects women while enduring their pregnancy and up to and through child birth and recovery. The protection covers the mothers'