...Course Description This course focuses on the issues, challenges, and opportunities presented by U.S. population diversity. Workplace issues related to employee diversity in terms of gender, race or ethnicity, socioeconomic class, and cultural background are emphasized. Policies Faculty and students will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Harvey, C. P., & Allard, M. J. (2009). Understanding and managing diversity (4th ed.). Upper Saddle River, NJ: Pearson. Schaefer, R. T. (2011). Racial and ethnic groups (12th ed.). Upper Saddle River, NJ: Pearson. All electronic materials are available on the student website. |Week One: Workplace Diversity | | |Details |Due ...
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...|[pic] |Course Syllabus | | |College of Humanities | | |SOC/315 Version 4 | | |Cultural Diversity | Copyright © 2010, 2005, 2004 by University of Phoenix. All rights reserved. Course Description This course focuses on the issues, challenges, and opportunities presented by U.S. population diversity. Workplace issues related to employee diversity in terms of gender, race or ethnicity, socioeconomic class, and cultural background are emphasized. Policies Faculty and students will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently...
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...Running Head: EEOC Sues Extended Stay Hotels for Pay Discrimination Based on Sex Equal Employment Opportunity Commission EEOC Sues Extended Stay Hotels for Pay Discrimination Based on Sex Blair Morse Sociology/315 July 15, 2013 Professor Ms. Anne Tindall EEOC Sues Extended Stay Hotels for Pay Discrimination Based on Sex Abstract In the paper it will discuss why EEOC Sues Extended Stay Hotels for Pay Discrimination Based on Sex. The paper will include the following: A description of the compliance issue that led to the lawsuit and its ramifications for the organization, a brief summary of the functions of the EEOC in one paragraph, the EEOC’s role in this lawsuit, whether or not this lawsuit promotes social change; justify your reasoning, a comparison of the EEOC press release to the news item. What accounts for the differences, and strategies you would implement, if you were a senior manager of this company, to ensure future compliance and inclusion in the multicultural workplace. The lawsuit that I have chosen is about a company paying lower wages because of their gender. According to the EEOC, female guest services representatives at Extended Stay Hotels received lower salaries than male guest services representatives, which, if true, is a violation of the Equal Pay Act of 1963 (EPA) and Title VII of the Civil Rights Act of 1964. The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs...
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... Defendant CONSENT DECREE The United States Equal Employment Opportunity Commission (the XommissioiT or the "EEOC") commenced this action against Wal-Mart Stores, Inc. ("Wal-Mart") pursuant to Title VII of the Civil. Rights Act of 1964 and Title I of the Civil Rights Act of 1991 ("Title VII") to address allegations that Wal-Mart subjected a class of females to gender discrimination in hiring whenfillingopen orderfiller positions to Wal-Mart's Distribution Center No. 6097 ("DC 6097"), located in London, Kentucky. The Commission and Wal-Mart stipulate to the Court's jurisdiction over the parties. Further, the Commission and Wal-Mart desire to resolve Civil Action No. 01-339-KKC without the burden and expense of further litigation. As a result, and based on the pleadings and the record as a whole, the Court finds that: [i] the Court has jurisdiction over the parties and the subject matter of this action; [ii] the terms of this Decree are adequate, fair, reasonable, equitable and just; [hi] this Decree conforms with the Federal Rules of Civil Procedure and is not in derogation of the rights or privileges of any person; [iv] this rape jp- Case: 6:01-cv-00339-KKC-REW Doc #: 669 Filed: 03/01/10 Page: 2 of 17 - Page ID#: 13377 Decree will further the objectives of Title VII and. will be in the best interests of the parties, the individuals for whom EEOC seeks relief, and the public; and [v] this Decree resolves all the matters in controversy between the parties as...
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...Southern New Hampshire University Abstract Laws are necessary for a society to ‘run smoothly and efficiently’ (Twomey and Jennings 2014). Every aspect of our life is directed by our individual ethical and moral belief and laws that, society as a whole, has enacted to guide our conduct with each other. Businesses also have rules of conduct for every decision, from organizational structure to employee pay. Businesses often rely on legal experts in various fields of law to advise them on decisions in order to maintain compliance within the law. Laws of employment have had the greatest impact on the relationship between a business and its employees. Today, the EEOC enforces laws prohibiting discrimination in employment. The Impact of Law on Business Decisions The Equal Employment Opportunity Commission (EEOC) enforces the illegality of discrimination in employment due to race, color, religion, national origin or sex and retaliation against a person who claims discrimination. It encompasses pregnancy, conditions caused by pregnancy or childbirth, disability and genetic tests of individuals or their family. Affirmative Action was later added, which required businesses to prove employment of women and minorities. A Timeline of Civil Rights One only needs a brief history review to understand why some laws exist today. After the Civil War, state and local laws forced a separation of the races. This was upheld in the Supreme Court case of Plessy v. Ferguson. In 1896...
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...to class prepared to discuss the chapter readings and present a thorough written brief on the assigned cases. Each case must be at least 1 full page in length (12“font). Case studies must be submitted at the beginning of each class. E-mail copies will not be accepted. These cases will be checked for content, grammar, use of examples and must answer the questions associated with each case. Strong emphasis in grading will be placed on individuality and originality. Questions concerning these papers may be presented to the instructor at any time. 2. Final Exam: Students are expected to choose a topic from the fourteen (14) that are listed in the syllabus. Each paper should be at least 10 pages in length and should follow the APA Style of writing (please see the attached examples). To avoid plagiarism, all papers should include in-text citations as well as a reference page. There are no limits to the number of citations used. Students must prepare a PowerPoint for the final presentation. Additional...
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...|[pic] |Syllabus | | |College of Humanities | | |COMM/400 Version 5 | | |Management Communication Skills | Copyright © 2010, 2008, 2006, 2004 by University of Phoenix. All rights reserved. Course Description This course focuses on identifying and developing the communications skills necessary to manage individuals and groups successfully within business and work organizations. Students will identify their management communication styles and will assess and improve their effectiveness in the areas of interpersonal communications, group dynamics, diversity, motivation, team building, and conflict resolution. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change...
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...that they will land them a candidate who is the ideal fit for the position and the company as a whole. Having a full recruitment strategy in place eliminates any potential risk when deciding who to employ and bring into your professional life (Caan, 2015). Companies want to hire top performing employees, but most are not aware of strategic and effective ways to help avoid violating any anti-discrimination and other employment law. As (Caan, 2015) states “After shortlisting the final candidates, I like them to carry out a practical task, such as doing a presentation or preparing a report. This is a great way to show whether their bark is bigger than their bite, or if they really do have the goods to deliver on their interviews.” These are some significant tasks that need to be understood and used in a strategic manner to help ensure that the hiring process will attract the best candidate to fill the position. In this paper, I will be preparing an advertisement for the position that my hiring manager is hiring for. In this advertisement, I will be providing the job description, description of duties, and a description of minimum qualifications. I will then be developing 10 legal questions to potential candidates including 10 illegal questions to ask them as well including justification on the questions. Texas Health Resources Advertisement Job Title: Administrative Assistant to Director of Patient Navigation Department Job Purpose: The individual will provide administrative...
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...Running Head: RELIGIOUS DISCRIMINATION IN HIRING Religious Discrimination in Hiring Religious Discrimination in Hiring The initial concept for this paper was to research and examine reverse discrimination in hiring practices by businesses owned by members of the Church of Jesus Christ of Latter-day Saints (LDS) in Utah County. I was trying to find research regarding LDS member owned businesses and preferential treatment to other LDS members when hiring. Through the process of this research I realized that my question was skewed, it wasn’t reverse discrimination at all. The population of Utah County consists of 97.5% members of the LDS church, and 88.7% of the population adheres to the LDS church (The Association of Religion Data Archives, 2010). In this context I will examine the preferential hiring practices of adherent religious member owned businesses when recruiting potential employees. Religion is a protected class, and discrimination of a protected class is a primary concern for the human resource industry. The importance of discrimination laws to human resources comes from a number of reasons: Out of motives ranging from concern for fairness to the desire to avoid costly lawsuits and settlements, most companies recognize the importance of complying with these laws. Often, management depends on the expertise of human resource professionals to help in identifying how to comply. (Noe, Hollenbeck, Gerhart, & Wright, 2011, pp. 72-73) A company found in violation...
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...White Paper - Harassment Name March 24, 2013 University of Maryland University College Class Instructor ------------------------------------------------- White Paper ------------------------------------------------- Zero Tolerance Harassment Policy This Pomodoro, Inc. white paper describes the U.S. Federal Laws and key topics of importance for compilation of a Zero-Tolerance Harassment policy. Introduction To prevent and eliminate misconduct, it is good business practice for Pomodoro, Inc. to implementing a zero-tolerance policy for harassment of any sort. Background U.S. Law requires employers to maintain a work environment that is free from harassment. According to the U.S. Equal Employment Opportunity Commission (EEOC) (2013), “Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. Harassment becomes unlawful where (1) enduring the offensive conduct becomes a condition of continued employment, or (2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these laws; or opposing employment practices that...
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...Wages: Is There Really a Gender Pay Gap Abstract The wages used in the following research paper were taken from a population of 100 workers and divided by 12 descriptive statistics. The purpose of this research is to determine if there really is a gender gap with wages. The following descriptive statistics were used: wage, industry, occupation, education, location (from the south or not from the south), non-white, Hispanic, female, ex-military, marital status, age and Union. This research paper will include the problem statement, research question, hypothesis, definitions, presentation of data, conclusion, implication, recommendations and reference page. This research paper is composed from peer reviewed journals and references are available on the last page of this research paper. Wages – Is there really a Gender Pay Gap Introduction Is the United States work force still facing the issue of gender pay gap? According to The American Association of University Women (AAUW) it’s real, it’s persistent, and it’s undermining the economic security of American families. This research paper will define that there is indeed a pay gap between men and women working full time in the United States. (Linda D. Hallman, CAE AAUW Executive Director, 2012) Problem Statement The American Association of University Women (AAUW) has been on the front lines of the fight for pay equity since 1913. AAUW members were in the Oval Office when President...
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...recession. As he was approaching his sixty-second birthday that was attended by co-workers, supervisors and even the owner attended his party to honor this impressive worker. During this time, the owner decided that the time was right to hire a young worker to be trained by Paul to continue the specialized production for the distant future. This was a prudent decision, because all owners and CEO’S have a primary responsibility to improve the bottom line. I know this is true because every business course that I have had this is the message provided by my professors. This story then takes a turn for the worst. Paul trains the young worker, and then the owner thinks why am I paying two people for the same job? Who do you think gets his walking papers? Paul is clearly a victim of age discrimination. Like most of the labor force he is ignorant of the law and becomes one of the many of unreported cases of this abuse of power. In order to help protect those who stand to be singled out and let go because of the unfairness of ageism, the Age Discrimination in Employment Act (ADEA) was created to protect older employees. Sometimes reality is more radical than fantasy. Paul, the welder, was created to show a human touch, reality is the shocking case in a Kmart store in Honolulu. Laurie McCann, attorney for AARP retold the story starting with the Manager telling a 70 year old that she was greedy and too old for her job. He abused...
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...materials. The contractor shall develop a computer security awareness and training course tailored to XXA's needs. This contract requires the development of computer security awareness training materials tailored to the XXA's needs, which may be used by a contractor or by XXA, in subsequent training sessions. At a minimum, the contractor shall include one or more of the five basic subject areas into a computer security awareness and training plan for the executives and senior management within XXA. The five basic subject areas are: computer security basics; security planning and management; computer security policies and procedures; contingency plan/disaster recovery planning; and systems life cycle management. http://www.eeoc.gov/eeoc/doingbusiness/statement_of_work.cfm 2. ENVIRONMENT: Federal organizations have a mandatory requirement to provide computer security awareness and training for employees responsible for management and use of federal computer systems that process sensitive information. To satisfy the requirement, organizations should ensure that employees receive training, which covers the basics of computer security as well as courses specific to the needs of the employee. The computer security awareness and training requirement is based on federal regulations, which emphasize this as an element of resources...
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...The company requires a high school diploma for employment on its cleaning crew and the entire crew is white. Statistically, 75% of Heartlands Corners white population has completed high school while 25% of those in minority groups have completed high school. We will look to see if the company is in in compliance with Title VII of the Civil Rights Act (CRA) of 1964 and the Age Discrimination Employment Act (ADEA) and if the company should make any changes to their policies and why those changes are necessary along with recommendations. We will also discuss how Title VII of the CRA of 1964 and the ADEA may or may not apply and how disparate treatment and adverse impact may or may not apply. There is also a reference page at the end of the paper quoting references and a grading rubric. Compliance to CRA 1964 The CRA barred racial discrimination in businesses, voter registration, and in any program that received support from the federal government. It also gave the Justice Department legal power to desegregate public facilities, including swimming pools, parks and libraries and is comprised of 21 titles. It prohibits discrimination on the basis of race, color, religion, and national origin, (La Prensa, 1997). In our module reading 75% of Heartland Corners white population has completed high school while only...
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...Rev. 1/16 NOVA SOUTHEASTERN UNIVERSITY H. Wayne Huizenga School of Business and Entrepreneurship Masters Programs HRM 5365 – Talent Management (Online) Table of Contents Instructor Contact |Technology| Course Description | Prerequisites | Learning Outcomes | Course Material | Grading Scale | Schedule of Assignments |Discussions | Policies | Meeting Dates | Cover Page I. INSTRUCTOR CONTACT • Anne Fiedler (af879@nova.edu) The best way to contact the professor is through Email Professor or Ask the Professor on Blackboard. Messages will be checked between 9 a.m. and 11 a.m. on Monday through Friday. II. Technology • You will need the following: o a computer, o microphone, and o digital camera (often integrated into your computer for this class. It is important that you ensure that you are technologically ready to use Blackboard in your online classes. To check If you are using the proper technology (operating systems, etc.). Please click on the Test your Browser on the right side of your Blackboard entry page. • Respondus LockDown Browser for Online Exams This course requires the use of LockDown Browser for taking online exams. The LockDown Browser software prevents a user from accessing other applications or going to other websites during an exam. This tool makes it possible for students to take online exams from any location, and at times that are convenient. It also creates a fair testing environment for everyone in the ...
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