The Legal Context of Employment Decisions
SUNYIT:UTICA
HRM 518
ABSTRACT
According to the U.S. Equal Employment Opportunity billing (EEOC), an employer may not fire, demote, harass, or otherwise retaliate against an individualist for filing a charge of unlikeness, participating in discrimination proceeding, or otherwise opposing discrimination (Casio, p. 75). In a nutshell, this is a legal law of appointment or a national law enforced by the EEOC. The EEOC is responsible for enforcing federal laws to prevent discrimination in the work place found on a persons race, color, religion, sex, origin, age, disability or genetic information (About EEOC, n.d.).
This research paper analyzes the legal context of use of employment decisions that aide managers in obeying the law and promoting equal employment and management strategies. State laws differ from state to state only when federal laws are absolute and we will mainly concentre on federal laws in this paper.
Data has been collected from textbooks, intelligence information articles, periodicals, and journal entries to analyze and examine the employment laws concerning managers, legal do and donts, protective laws such as FMLA, adenosine deaminase, and IRCA, types of discrimination different treatment and adverse impact, and harassment -- a rising on-going trend in employment.
TABLE OF CONTENTS
LIST OF ILLUSTRATIONSv
GLOSSARY OF impairmentvii
I. INTRODUCTION1
II. Legal Responsibilities2
What does a manager need to discern?2
Legal Dos and Donts3
III. Protective Laws7
FMLA7
ADA9
IRCA10
IV. Types of Discrimination11
Unequal Treatment11
Adverse Impact12
V. A Current Trend in Employment12
Harassment13
Strategies for stripe14
REFERENCES …………………………………………………………………………………………………………………………………. 15
LIST OF ILLUSTRATIONS
Figures
1.EEOC. (n.d.). Source: EEOC. Retrieved October 7, 2011 from...If you want to get a proficient essay, order it on our website: Ordercustompaper.com
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