德斯勒人力资源管理(第12版)PPT_02
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7. Discuss why diversity management is important and how to institutionalize a diversity management program.
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
2. Explain how to avoid and deal with accusations of sexual harassment at work.
3. Define adverse impact and explain how it is proved.
4. Explain and illustrate two defenses you can use in the event of discrilimit, segregate, or classify employees or applicants by their race, color, religion, sex, or national origin such that they would be deprived employment opportunities or employment status.
Executive Orders 11246, 11375
OFCCP
Equal Pay Act of 1963
Vocational Rehabilitation Act
of 1973
Age Discrimination in Employment Act
of 1967
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
2–4
Title VII of the 1964 Civil Rights Act
• Employer cannot discriminate based on race, color, religion, sex, or national origin.
➢ Applies to public and private employers with 15 or more employees.
• Equal Employment Opportunity Commission
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
2–5
Equal Employment Opportunity Commission (EEOC)
WHERE WE ARE NOW…
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
2–2
LEARNING OUTCOMES
1. Explain the importance of and list the basic features of Title VII of the 1964 Civil Rights Act and at least five other equal employment laws.
followed by employers. • Receives and investigates job discrimination complaints.
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
2–3
Equal Employment Opportunity 1964–1991
Federal Agency Guidelines
Pregnancy Discrimination Act
of 1978
Title VII of the 1964 Civil Rights Act (EEOC)
Equal Employment Opportunity
5. Cite specific discriminatory personnel management practices in recruitment, selection, promotion, transfer, layoffs, and benefits.
6. List the steps in the EEOC enforcement process.
• Established by Title VII of the 1964 Civil Rights Act. • Comprised of five members appointed by the President
for five-year terms; approved by the Senate. • Administers and enforces civil rights employment law. • Issues federal guidelines for EEO procedures to be
• Unlawful employment practices for an employer:
➢ To fail or refuse to hire or to discharge an individual because of the individual’s race, color, religion, sex, or national origin.
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Chapter 2
Equal Opportunity and the Law
Part One | Introduction
PowerPoint Presentation by Charlie Cook The University of West Alabama
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
2. Explain how to avoid and deal with accusations of sexual harassment at work.
3. Define adverse impact and explain how it is proved.
4. Explain and illustrate two defenses you can use in the event of discrilimit, segregate, or classify employees or applicants by their race, color, religion, sex, or national origin such that they would be deprived employment opportunities or employment status.
Executive Orders 11246, 11375
OFCCP
Equal Pay Act of 1963
Vocational Rehabilitation Act
of 1973
Age Discrimination in Employment Act
of 1967
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
2–4
Title VII of the 1964 Civil Rights Act
• Employer cannot discriminate based on race, color, religion, sex, or national origin.
➢ Applies to public and private employers with 15 or more employees.
• Equal Employment Opportunity Commission
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
2–5
Equal Employment Opportunity Commission (EEOC)
WHERE WE ARE NOW…
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
2–2
LEARNING OUTCOMES
1. Explain the importance of and list the basic features of Title VII of the 1964 Civil Rights Act and at least five other equal employment laws.
followed by employers. • Receives and investigates job discrimination complaints.
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
2–3
Equal Employment Opportunity 1964–1991
Federal Agency Guidelines
Pregnancy Discrimination Act
of 1978
Title VII of the 1964 Civil Rights Act (EEOC)
Equal Employment Opportunity
5. Cite specific discriminatory personnel management practices in recruitment, selection, promotion, transfer, layoffs, and benefits.
6. List the steps in the EEOC enforcement process.
• Established by Title VII of the 1964 Civil Rights Act. • Comprised of five members appointed by the President
for five-year terms; approved by the Senate. • Administers and enforces civil rights employment law. • Issues federal guidelines for EEO procedures to be
• Unlawful employment practices for an employer:
➢ To fail or refuse to hire or to discharge an individual because of the individual’s race, color, religion, sex, or national origin.
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Chapter 2
Equal Opportunity and the Law
Part One | Introduction
PowerPoint Presentation by Charlie Cook The University of West Alabama