... The main HR problem at Denver Mint was the lack of employee safety especially the women group at Denver. The women were facing a hostile work environment. For one they were under constant sexual harassment from their co-workers. For example, the case of the pornographic materials stashed in the toilet. The other example is the proposition by the male supervisor to the lady who had just come from her passing leave of her late husband. It is the responsibility of every employer to make certain the safety of their workers and protecting employees from sexual environment should be one of them. Not only had Denver Mint failed to ensure the safety of its female staff but also made it worse by participating in it. For instance the case of the male supervisor propositioning the female sub-ordinate. His duty is to ensure her safety not endanger it. Longer time to act on complaints The other HR problem is that it took Denver Mint long to act on complaints forwarded by the staff. For instance the female employee that filed a petition in 2000 with the facility’s EEO officer only had a hearing in 2003. Not only had that the ruling favoured the company. This shows not only lack of speed in acting to complaints but unfair ruling. Another HR problem is The lack of equal employment opportunities (EEO). Denver Mint favoured the male staff and any female staff that filed complaints it took longer to act on it and also favours ruling. Further, not only that any female employee that went further...
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...thing now and to make sure that a company has a good mixture of culture and race is very difficult. Some other responsibilities are advice and counsel, service, policy formulation and implementation, and employee advocacy. HR executives must be able to consider problems from the viewpoint of line managers and supervisors but also skill in communication with the managers and supervisors. HR managers also engage in activities such as recruiting, selecting, testing, planning and conducting training programs, and hearing employee concerns and complaints. They also propose and draft new policies or policy revisions to cover recurring problems or to prevent anticipated problems. As a HR manager you must listen to the employees’ concerns and represent their needs to managers. Economic disparity in the U.S was at one time extremely bad in which the government had to take action. This is when the government came introduced The Equal Employment Opportunity Act (EEO). There are major federal laws that attempt to correct social problems of the protected classes. A protected class is individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on EEO. Some of the laws are equal pay act of 1963, civil rights act of 1964, age discrimination in employment act of 1967, EEO act of 1972, pregnancy...
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...SEXUAL HARASSMENT QUESTIONS AND ANSWERS A MANAGER'S GUIDE Foreword: The following contains answers to managers' most frequently asked questions when faced with allegations of sexual harassment within their organization. Q. What is sexual harassment? A. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: 1. Submission is made either explicitly or implicitly a term or condition of an individual's employment; or 2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual; or 3. The conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. Key points to note in this definition are that sexual harassment involves: 1. Any action of a sexual nature, whether physical, verbal, or even non-verbal, may constitute sexual harassment if it is unwelcome, and… 2. Either amounts to a term or condition of employment (i.e., must be tolerated in order to maintain employment), or… 3. Is considered in making employment decisions regarding that person (e.g., promotions, performance ratings, assignments), or… 4. It creates an intolerable or hostile work environment that negatively impacts upon an employee's performance or ability to remain employed in that workplace...
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...To achieve equal opportunity in employment requires a mix of affirmative action legislation, anti-discrimination legislation and managing diversity approaches. Discuss. Equality is the complicated theory to explain because of the wide variety of meaning attached to concept. Depends on the article of Jewson and Mason’s (1986), they express the equality in liberal and radical approach. In the liberal view, equal opportunity, this exists when all individuals are freely able to compete for social rewards. As Webb (1977) said, the liberal approach which is according to a belief in the rights of the individual to universally possible standards of justice and citizenship. The emphasis is on the individual, for example job selection should be focus on the merit of individual which performs fairly. On the other hand, the radical approach is to achieve not only the equal opportunity, but also the equal outcome. Compare to liberal approach, the focus of the radical approach is not on individuals, but on groups. “The ideal of the radical approach is a situation where every workforce is representative of all the social groups available to it” (Kaler, 2001: 53). For instance, although individual who is the group representative, the principle of selection will not choose the merit alone. To conclude, equality can be theorized in liberal and radical approach. Regard to the complicated conception of equality, to get the equal opportunity in employment which also is a complex and huge progress...
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...SUBJECT: Discrimination and Power CONDITION: Classroom environment STANDARD: 1. Define Discrimination. 2. Explain the Characteristic of Discrimination. 3. Explain Related Causes of Discrimination Behaviors. 4. Define Racism and Sexism. 5. Define Prejudice. 6. Explain power, and its Relationship to Discrimination. TYPE OF INSTRUCTION: Small Group Discussion TIME OF INSTRUCTION: 1.5 Hours NOTE: Near the end of this block is Practical Exercise #1. The purpose of this exercise is to allow soldiers the chance to think about and make decisions about what constitutes examples of prejudice, racism, sexism and discrimination by selecting various behaviors and categorizing them. You should have enough copies of the exercise for each student. If you wish - depending upon group size - you may want to break them into groups and allow the groups to work together. The Star Power Exercise is also recommended to reinforce this block of instruction. You should plan on allowing three hours for this exercise. If you do not possess the Star Power exercise, then you should find another exercise that will demonstrate the concept of power to your students. You may find a suitable video or film at your local TASC that would demonstrate the principles of power or the abuse of power that would serve well. However, Star Power is strongly recommended as the best means to reinforce this block of instruction to the group. LEAD-IN: Hopefully, blatant...
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...this company. By motivating employee creativity and providing flexibility in the company will assist in employee retention and continual company growth. With this being said, we have changed our working hours to accommodate our growth from a traditional Monday through Friday work week and 8 hour shifts to a Monday through Sunday continuous work week with 12 hour shifts. The change was made only to the employees who work with the production department and was due to increase in company growth. This new schedule provides a rotating shift in which the employees work four 12 hour days then receive four days off. The constructive discharge claim is supported by U.S. Equal Employment Opportunity Commission laws and regulations guidance policy and states, “The law requires an employer to reasonably accommodate an employee's religious beliefs or practices, unless doing so would cause difficulty or expense for the employer. This means an employer may have to make reasonable adjustments at work that will allow the employee to practice his or her religion, such as allowing an employee to voluntarily swap shifts with a co- worker so that he or she can attend religious services” (EEOC). The former employee that has filed this...
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...Human Resource Management, 12e (Dessler) Chapter 2 Equal Opportunity and the Law 1) Which Amendment to the U.S. Constitution states that "no person shall be deprived of life, liberty, or property, without due process of the law"? A) First Amendment B) Fifth Amendment C) Tenth Amendment D) Thirteenth Amendment E) Fourteenth Amendment Answer: B Explanation: The Fifth Amendment to the U.S. Constitution (ratified in 1791) states that "no person shall be deprived of life, liberty, or property, without due process of the law." The Thirteenth Amendment (1865) outlawed slavery, and courts have held that it bars racial discrimination. Diff: 2 Page Ref: 32 Chapter: 2 Objective: 1 Skill: Concept 2) The ________ Amendment to the U.S. Constitution outlawed slavery, and courts have held that it bars racial discrimination. A) First B) Fifth C) Tenth D) Thirteenth E) Fourteenth Answer: D Explanation: The Thirteenth Amendment (1865) outlawed slavery, and courts have held that it bars racial discrimination. The Fifth Amendment to the U.S. Constitution (ratified in 1791) states that "no person shall be deprived of life, liberty, or property, without due process of the law." Diff: 2 Page Ref: 32 Chapter: 2 Objective: 1 Skill: Concept 3) The 13th Amendment to the U.S. Constitution addresses the subject of ________. A) due process B) slavery C) private property D) trial by jury E) women's rights Answer: B Explanation: The 13th Amendment to the U...
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...To: Company CEO From: Date: Subject: How the company should respond to the employee’s claim of constructive discharge. Constructive discharge is a legal concept that is part of the Federal Equal Employment Opportunity (EEO) Law, which prohibits job discrimination. This part of the EEO addresses changes in the policies/procedure in employment that result in creating an environment with the intention of targeting a specific person or groups to force them to quit or leaving any reasonable person no other choice but to quit. To establish whether this has occurred the courts have established two different criteria to judges these actions by. The first is the reasonable person standard. This is where any reasonable person would find these changes so unbearable that there is no other option but to quit to find relief from this oppressive environment, for example requiring employees to work 16 hours per day without any brakes. The second is if the employer has created the policies and/or procedures with the specific intent of causing an employee, or segment of employees, to quit; such as requiring all persons to work on religious holidays without any exceptions even though there is no true operational need to do so. It is not necessary for the situation to meet both of these criteria it must only meet one to be considered constructive discharge. In this case the former employee is claiming that the change in schedule would intentionally...
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...their role within the organization, their expectations and responsibilities. The management train new hires until they fully understand their job’s duties and responsibilities. 2. Explain what equal employment opportunity is. Provide an example of an EEO policy? Equal employment opportunity EEO is recognized as an employment practice in which employers never engage within employment activities that are prohibited by law. It is considered illegal activities if employers discriminate against an applicant or employee by reason of race, color, age, sex, caste, religion, national origin or physically challenged. EEO legislation copes with three key areas of practical concern such as discrimination, harassment and affirmative action Example: ‘Harassment’ is recognized as a form of discrimination. Harassment contains unwelcome, humiliating, unsolicited, disgusting, abusive, criticism or threatening behavior intended for an individual or group of people due to some real or apparent characteristic like a person’s ethnicity, sexuality, religions or disability within situations that a person harassed would be offended, mortified or demoralized. Any person like employee or employer found engaging in discriminatory demeanor or harassment would be subject to disciplinary action such as termination. 3. Explain why WHS responsibilities must be included in job descriptions? The explanation, implementation and delivery of a work health and safety (WHS) responsibilities is an essential...
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...Chandra Brazier, Natasna Jiggets, and Susan Wallace November 30, 2014 HCS/430 Ann Nevers It is the policy of this organization to not base its hiring practices on any form of discrimination. Types of discrimination that is not tolerated include age, disability, equal pay, nationality, pregnancy, race, color, sex, veteran status, and religion. This organization also prohibits any act of retaliation and any form of harassment (“Laws & Guidance”, n.d.). Organization’s Position in Response to Non-discrimination Issues We do not tolerate any offensive behavior or intimidation of an employee based on the above types of discrimination. Any employee should avoid conducting themselves in a manner that could subject their fellow employees to any act of humiliation or embarrassment. Any employee who believes he/she is being subjected to any violation of this policy should immediately contact any trusted member of management. It is also appropriate for the employee to tell the person engaging in such conduct to stop if he/she feels comfortable doing so. Once this organization receives a report of discrimination or harassment, a thorough investigation will be conducted. Appropriate action will be taken. It is against this organization’s policy for any employee to retaliate against another employee if a report of discrimination or harassment has been made. All complaints will be taken seriously and all information and interviews will be handled as confidentially as possible and all information...
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...INTEROFFICE MEMORANDUM TO: FORD FAIRLANE CEO, TOY COMPANY FROM: DIV. MANAGER, ELEMENTARY TOYS SUBJECT: RESPONSE TO SHIFT POLICY CHANGES DATE: MAY 15, 2014 Constructive Discharge With the recent changes to the new shift work policy, some employees have expressed the sentiment that the new policy would preclude them from observing their holy days or Sabbath. In particular this change has elicited some unfavorable perceptions of the company as practicing discrimination by forcing employees to work on the Sabbath. The change in policy, which was necessary to promote company growth, simply changes the production schedule from five 8 hour shifts Monday through Friday, to four consecutive 12 hour shifts Monday through Sunday with four days at work and then four days off. However the days can occur any day of the week. However, one employee has taken the steps to file a claim under Title VII of the Civil Rights Act of 1964, constructive discharge. The constructive discharge claim, is that the company created a discriminatory work environment that essentially forced the employee to seek termination. Legally, Constructive Discharge is defined as “an employee who resigns after being subjected to unlawful discrimination is said to have been constructively discharged if a reasonable person would have found the discriminatory conditions to be intolerable” (Finnegan, 1986). The interpretation of discrimination in a constructive discharge claim is fairly rigidly described...
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...Business Necessity: Work-related practice that is necessary to the safe and efficient operation of an organization. • Fair Employment Practices: State and local laws governing equal employment opportunity that are often more comprehensive than federal laws. • Sexual Harassment: Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment • Uniform Guidelines on Employee Selection Procedures: Is a procedural document published in the Federal Register to assist employers in complying with federal regulations against discriminatory actions. • Adverse Impact: The rejection of a significantly higher percentage of a protected class for employment, placement, or promotion when compared with a non-protected class. • Four fifths rule: Rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings. • Disparate treatment: A situation in which protected class members receive unequal treatment or are evaluated by different standards. • Workforce utilization analysis: A process of classifying protected-class members by number and by the type of job they hold within the organization. • Affirmative Action: Policy that goes beyond equal employment opportunity by requiring organizations to comply with the law and correct past discriminatory...
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...EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT Chattahoochee Construction Company is committed to equality of opportunity in employment. All employees and job applicants shall be treated equally without regard to race, color, religion, sex, medical condition (cancer), disability, veteran status, age (over 40), national origin, ancestry, or marital status in all employment practices including advertising, recruiting, interviewing, hiring, training, promotion, transfer, compensation, benefits, discipline, layoff, terminations, recalls and company-sponsored recreational programs. No questions regarding race, color, religion, sex, national origin, medical condition (cancer), ancestry, age (over 40), or marital status can be asked during the course of any interview. Questions regarding medical condition or physical handicap can be asked only in regard to the individuals’ ability to perform the essential functions of the job. Harassment based on these factors, and sexual harassment, will not be tolerated. Company-sponsored training, education, tuition assistance, and social or recreational programs will be administered without discrimination. No segregated facilities will be maintained, nor will employees be permitted to perform services at any location under Chattahoochee’s Construction Company control where segregated facilities are maintained. Further, it is Chattahoochee Construction Company’s policy to comply in all respects with the Civil Rights Act of 1964, Executive...
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...Assignment: EEO The United States Constitution claims that all citizens have the right to life, liberty, and the pursuit of happiness. Although most Americans agree with this, under past employment policies by both small and large corporations, many recognized minority groups were being heavily discriminated against. Individual’s civil liberties were being violated based on their race, sex, age, disability, etc. Over the last 50 plus years, thousands of court cases, some reaching as far as the Supreme Court, have brought about change for employee’s equal rights. One precedential Supreme Court case in particular, Griggs v Duke Power Company, has created major changes in corporate hiring and promoting policies. Willie Griggs applied for a position as a coal handler with Duke Power. Griggs was denied the position because he did not have a high school diploma or an equivalent, which is a requirement. Griggs argued that the requirement was discriminatory because it did not relate to job success and because the standard had an adverse impact on a protected class. The Supreme Court ruling in favor of Griggs established two important principles affecting equal employment opportunity. The first ruled that employer discrimination need not be overt or intentional to be present, but employment practices can be illegal even when applied equally to all employees. The second principle established that employment practices must be job related. In other words, when employees use education...
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...Equal Employment Opportunity and Employee Rights Review HRM/300 C******* ****** June 4, 2015 Mr. M****** S******** Summary Equal Employment Opportunity laws are in place to prohibit any job discrimination in any workplace. In The Department of Labor they have two agencies that deal with EEO monitoring and enforcement, one agency is the Civil Rights Center and the other is Office of Federal Contract Compliance. For the rights of employees the federal, state and regulations protect them. Any employee is protected under few of these federal laws, that team C will be going over. First will touch base on Age Discrimination in Employment Act of 1978, Family and Medical Leave Act 1993, and Employee Monitoring. * Age Discrimination in Employment Act of 1978 * Enacted to protect employees ages 40 to 65 from discrimination. In 1986 amended to eliminate the upper age limit altogether (DeCenzo & Robbins, 2007) * Congress decided to pass the ADEA because of an oversight about the older working force, there was a case in 2008 Gomez v. Potter that allowed federal workers who experienced retaliation for filing a claim based on the law to sue the company for damages. * Family and Medical Leave Act ...
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