Equal
Equal

Employment
Employment

Opportunity Act of 1972
Opportunity Act of 1972

The Equal Employment Opportunity Act 1972
Introduction
I. History a. Presidents i. Franklin D. Roosevelt ii. Harry S. Truman iii. John F. Kennedy b. The act prohibits II. Why the law was created c. Fair treatment III. Who the law benefits d. e. IV. Who the law affects f. g. V. Improvement h. Women i. People with disabilities j. lack of accountability k. negative attitudes VI. Case Studies l. McDonnell Douglas Corp vs. Percy Green m. Four factors n. Morton v Mancari

History of the Law

There were several different titles passed by different Presidents leading up to the Employment act of 1972. They are as followed in order: * In June 1941, the day before World War II, President Franklin D. Roosevelt signed Executive Order 8802 prohibiting government contractors from engaging in employment discrimination based on race, color, or national origin. * In July 1948, President Harry S. Truman orders the desegregation of the Armed Forces by Executive Order 9981. * In March 1961, President John F. Kennedy signs Executive Order 10925 prohibiting federal government contractors from discriminating because of race and establishing the President's Committee on Equal Employment Opportunity. * In June 1963, Congress passes the Equal Pay Act of 1963 (EPA) protecting men and women who perform equal work in the same establishment from sex-based wage discrimination. (Unfortunately, many different studies show that men still typically get paid higher than women in some establishments.) * The Civil Rights Act of 1964 prohibits discrimination in a broad array of private conduct including public accommodations, governmental services, and education. The Act prohibits discrimination in recruitment, hiring, wages, assignment, promotions, benefits, discipline, discharge, layoffs, and almost every aspect of employment. All of these acts influenced the government to pass the Employment act of 1972 to fix the “defects” they felt weren’t covered in the previous orders.
Why the law was created
The Equal Employment Opportunity (EEO) Act of 1972 established the Equal Employment Opportunity program, which was designed to guarantee fair treatment to all parts of American society without regard to race, religion, color, national origin, or sex. Briefly, it was created to make sure that there was fairness when pertaining to employment. Congress felt like the orders signed and passed in the previous years were not becoming a reality to most companies. So Congress established the EEOC to back the law up and enforce jurisdiction of equal employment.

How to Improve the Equal Employment Opportunity Act The equal employment opportunity act has many ways that it can improve. EEO prohibits discrimination in employment against race, color, religion, sex, national origin, age, or handicap. However, several factors in this act that indicate a lack of “adherence” to this policy (Federal Affirmative Employment). Those factors include “glass ceilings”, Americans with disabilities, lack of accountability, and negative attitudes. There is a glass ceiling for women. The term glass ceiling refers to invisible, yet real (Federal Affirmative Employment). It is hard for women to advance to upper level job positions. Most upper level positions are held by white men. To help ensure that women get these jobs, it is up to the job agencies to hire them. The hiring agencies have to provide them with the necessary training and development opportunity. By doing this it will improve the workforce by hiring more women to the upper level jobs. The largest underemployment minority group in America is Americans with disabilities. Persons with disabilities are underrepresented at all levels. (U.S. Equal Employment Opportunity Commission)
Case Studies Several cases were brought to the courts of the Equal Employment Act of 1972. One of the cases was the McDonnell Douglas Corp v Percy Green. The plaintiff held this case. The plaintiff had to prove that the individual case of international discrimination or disparate treatment under the Title VII (four factors). In this case the plaintiff (Green) did prove that he was indirectly discriminated against a hiring case; He did show the four factors to the court. 1.) Member of Title VII 2.) Applied and qualified for the position 3.) Employer rejected the plaintiff for the job 4.) Employer continued to seek applicants with similar qualifications after the rejection
Another case that was brought to the US court was Morton v Mancari. The appellant was Rogers Clark Morton. His claim was that the federal government use of Native Americans in personal decisions would not violate the equal protection the Fifth Amendment. The appellee in this case was Mancari, et al. This case was held in Washington, DC on June 17, 1974. Final decision for this case was the United States claim was upheld and overturned at the lower level court that made the decision of prohibiting the use of Native Americans preference in the governmental personnel of hiring and job promotion practices.

Works Cited
Federal Affirmative Employment. Improve Accountability for Equal Employment Opportunity Goals and Accomplishments. n.d.
Perez, Thomas E. Increasing Employment Opportunities and Improving Working Conditions for Women. June 2014.
U.S. Equal Employment Opportunity Commission. A Call to Action: A Report on Increasing the Employment of People with Disabilities. July 1992. Document.

Murray, Martin. Equal Employment Opportunity (EEO). About Money, n.d. Web. 21 Apr. 2015

Link: http://logistics.about.com/od/legalandgovernment/a/Equal-Employment-Opportunity-eeo.htm

“The Law”. EEOC, n.d. Web. 21 Apr. 2015

Link: http://www.eeoc.gov/eeoc/history/35th/thelaw/