美国酒店协会教程-人力资源管理

357 Managing Hospitality Human Resources Chapter 1 - Employment Laws and Applications

Outline

Defining Discrimination

•Equal Employment Opportunity Commission

•Equal Employment Opportunity and Affirmative Action

•Recent Interest in Affirmative Action

•The Myths of Affirmative Action

Evolution of EEO Legislation

•The Equal Pay Act of 1963

•Title VII of the Civil Rights Act of 1964

•Age Discrimination in Employment Act of 1967

•Vocational Rehabilitation Act of 1973

•Acts Affecting Veterans

•Pregnancy Discrimination Act of 1978

•Retirement Equity Act of 1984

•Immigration Reform and Control Act of 1986

•Employee Polygraph Protection Act of 1988

•Drug Free Workplace Act of 1988

•The Civil Rights Act of 1991

•Family and Medical Leave Act of 1993

Other Employment Laws and Court Interpretations

•Executive Orders and Affirmative Action

•Major Cases and Interpretations

•State Employment Laws

Major Areas of Abuse and Litigation in Hospitality Operations

•Recruitment and Selection

•Age Discrimination

•Reverse Discrimination

•Employee Benefits and Sex Discrimination

•Religious Discrimination

•Seniority

•Recruitment Advertising

•Wrongful Discharge

Issues in a Social Context

•Women in the Hospitality Work Force

•The Aging Work Force

•Employment Practices Liability Insurance

Americans with Disabilities Act

•Background

•Defining Disability

•Qualifying for Work

•ADA: The First Ten Years

© 2003 Educational Institute

Managing Hospitality Human Resources

Chapter 1 - Competency 1:

Describe the EEOC and distinguish between EEO laws and affirmative action. Employment Laws and Applications

Before the 1960s, discrimination in the workplace was widespread in the United States. In fact, only government employees and union members had any type of protection at all. This does not mean, of course, that all employers abused their employees; it does mean, however, that employers could do so with impunity.

Because there was almost no regulation of human resource policies, widespread employment discrimination was often the rule, especially for some groups. For instance, women were relegated to positions traditionally viewed as "women's work" and were barred from many employment opportunities. The same was true for minorities.

These rampant inequities eventually led to social unrest. Finally, sweeping legislation was passed during the administration of President Lyndon Johnson that radically affected the American work force. The Civil Rights Act of 1964, which prohibits discrimination on the basis of race, color, religion, sex, or national origin, became the cornerstone of change. Title VII of this act ensures fair employment standards. This single act is generally credited for