DIVERSITY MANAGEMENT IN THE COMPANY - RED ACOGE

Link: https://www.youtube.com/watch?v=LU_AOqkGo3E&ab_channel=RedAcoge

 

1-What are the (3) discriminatory labor practices?

2-What is the way we can avoid this type of practices?

2 Minimum references

II.

TOPIC: Laws for equal employment opportunities 2.1 Selection of laws for equal employment opportunities

Laws prohibiting discrimination against members of American minority groups are not new. The 5th Amendment to the United States Constitution (ratified in 1971) states that "no person shall [...] be deprived of life, liberty, or property without due process of law." Other legislation, as well as various court decisions, made discrimination against minority groups illegal in the early 1900s, at least in theory.

2.2 The Equal Pay Act of 1963

It was one of the first laws that were approved. Prohibits wage discrimination based on gender, when the positions involve equivalent activities (skills, effort and responsibilities), as well as when they are carried out under similar working conditions.

2.3 Title VII of the Civil Rights Act, as amended in 1964

Prohibits discrimination based on race, color, religion, gender or national origin.

It establishes that it will be illegal for a company to:

2. Do not hire or fire anyone, or otherwise discriminate against anyone with respect to compensation, terms, conditions, or privileges of employment, because of race, color, religion, gender, or national origin.
4. Limit, segregate or classify your employees or applicants for employment in a manner that deprives or may deprive anyone of employment opportunities, or otherwise adversely affects their quality as a worker, because of their race, color, religion, gender or national origin.

Title VII establishes the Equal Employment Opportunity Commission (CIOE) to receive and investigate complaints of employment discrimination. It consists of five members who are appointed by the president, with the advice and consent of the Senate; The position of the members lasts five years. It also includes thousands of members who help enforce the Civil Rights Act in workplace settings.

This institution receives and investigates complaints of employment discrimination submitted by aggrieved individuals and, when it finds that there are reasonable grounds to justify the charges, attempts to reach an agreement (using conciliation) to end the discrimination. If conciliation fails, the CIOE has the power to go directly to court to enforce the laws. Based on the Equal Employment Opportunity Act of 1972, the CIOE can file, on behalf of the aggrieved person, a complaint of discrimination, even if the individual files it on his or her behalf. Later in this chapter, we will explain the procedure in more detail.

2.4 Age Discrimination in Employment Act of 1967

It prohibits discrimination against people over 40 years of age in any field of employment due to their age. The law's protections apply to both employees and job applicants. Under this law, it is illegal to discriminate against a person because of his or her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, suspension, compensation, benefits, job assignments, and training.

2.5 Vocational Rehabilitation Act of 1973

Requires affirmative action to employ and promote qualified disabled people; In addition, it prohibits discrimination against the disabled. The law does not require that someone who is not qualified for the position be hired, although it does require that the employer take steps to employ a person with a disability.

2.6 Pregnancy Discrimination Act of 1978

Discrimination based on pregnancy, birth, or related medical conditions constitutes illegal sex discrimination under Title VII, which covers employers with 15 or more employees, including state and local governments. Title VII also applies to employment agencies and labor organizations, as well as the federal government. Women who are pregnant or affected by pregnancy-related conditions should be treated the same as other job applicants or employees with similar abilities or limitations.

Protections under Title VII include: hiring, pregnancy and maternity leave, health insurance, and other fringe benefits (EEOC, 2017).

2.7 ADA Law

Prohibits discrimination in employment against individuals who are considered to have a disability. Its objective is to reduce or eliminate serious discrimination problems against disabled individuals, and requires employers to make reasonable accommodations for physical or mental limitations. The central terms of said law are important to understand its influence, and determine that a disability includes any physiological disorder or disease, physical disfigurement or anatomical loss, affecting one or more of the body's systems, as well as a psychological or mental disorder. .

However, the law does not provide a list of specific disabilities. On the other hand, the CIOE guidelines establish that an individual is disabled when he or she has a physical or mental impairment that significantly limits one or more of his or her main life activities. On the other hand, the law establishes certain conditions that are not considered disabilities; Among them are homosexuality, bisexuality, voyeurism, compulsive gambling, pyromania and disorders that are a consequence of the habitual use of illicit drugs.

2.8 State and local laws regarding equal employment opportunity

In addition to federal laws, all states in the American Union and many local governments also prohibit discrimination in employment. Typically, the effect of state or local laws is to further restrict employers in how they treat their workers and applicants for employment. In many cases, they cover employers who are not covered by federal law (such as businesses with fewer than 15 employees). Additionally, some local governments extend the reach of age discrimination laws to young people, including discrimination against people over 40 years of age. For example, it would be illegal to solicit "mature" candidates, because it would prevent some teenagers from applying for the job.

State and local equal employment opportunity agencies (often called human resources commissions, human relations commissions, or

employment equality commissions ) also participate in the employment equality process. When the CIOE receives a discrimination complaint, it typically submits it for consideration for a limited time to state and local agencies with jurisdiction similar to its own. If they do not reach a satisfactory conciliation, the complaint is sent to the CIOE for resolution.

Some examples of discriminatory labor practices

• Interpersonal communication: Your job offers should not be spread from person to person when the workforce is made up entirely of a particular class such as only women, only Hispanics, etc. This limits the possibility of others finding out about vacancies.
• Misleading information: It is illegal to deny information to employees about job opportunities and procedures for obtaining them.
• Classified Ads: You are not allowed to post ads that say, “male (or female) employees wanted,” or, “young employees wanted.”

1-What year were laws established to prohibit discrimination against members of minority groups?

2-What are the three (3) laws for equal Employment Opportunities?

3-What is the Commission for equal employment opportunities?

4-Under what law is it established?