... |102 | |04 |Rifat Jahan |136 | |05 |Shayala Yesmin |160 | LETTER OF TRANSMITTAL October 30, 2010 IMRANA YASMIN Assistant Professor Dept. of Marketing University of Dhaka Subject: Letter regarding submission of Term Paper on HRM Dear Madam, It’s a great pleasure for us to have the opportunity to submit a report on ‘HUMAN RESOURE MANAGEMENT’ which had been a great experience for us to work with such a practical issue & to have the opportunity to know about the link between national culture, organizational culture, and values that determine behavior and decisions in organizations. It also helped us to know the different legal and ethical issues, different aspects of ethical conduct etc. We tried utmost to make & let it look like a professional one. Any shortcomings are expected to have a kind view for our...
Words: 1769 - Pages: 8
...Equal Employment Opportunity "There are no ‘white’ or ‘colored’ signs on the foxholes or graveyards of battle" (John Fitzgerald Kennedy, Message to Congress, 19th June 1963). Two months after President John F. Kennedy assumed his role as the President of the United States of America he issued Executive Order 10925. This order first established the President’s Committee on Equal Employment Opportunity Commission. The mission of the committee was to end discrimination in employment by government and contractors (Cahn, 1995). Federal Discrimination laws were put in place to prevent discrimination based on race, religion, sex, national origin, physical disability, and age by employers. Discrimination includes bias in hiring, promotion, termination, job assignment, compensation, and various types of harassment. According to the United States Equal Employment Opportunity Commission (2011), it is unlawful for supervisors or managers in the workplace to make employment related decisions based on stereotypical assumptions about individuals of a particular national origin, race and/or color or for any employee to engage in bias motivated conduct that creates a hostile work environment for anyone. In today’s workplace environment it’s not uncommon to have people with different cultures, religion, races, nationalities, and genders for this reason frictions between people are expected. It is unbelievable that, to this date and age, when laws protect the employees from discrimination,...
Words: 1141 - Pages: 5
...Definition of Equal Employment Opportunities............................................... 6 3.2. Definition of Discrimination............................................................................. 6 3.3. Definition of other laws regarding equal employment………………….……..7 III. Practical Aspect ..........…….....…….......................................................................... 10 4.4. Background and description of Hy-Vee Inc.…................…………..……..... 10 4.5. Discussion………… ……………................................................................. 11 IV. Conclusions and Recommendations…...………................…………….................. 12 5.6. Conclusions ..........………................................................................................ 12 5.7. Recommendations .........……...……................................................................ 13 List of References…………………………………………….....………….…………….…………14 I. Executive Summary For my research paper, I have choose to analyze the equal employment opportunities within Hy-Vee Inc. Equal employment opportunity is a very specific yet broad determination of what is allowed and what is seen as discrimination. A lawsuit can be filed against any company that does not follow the strict guidelines put into action by the Supreme Court, Legislative Body, and Executive Branch. The objective of my paper is to explain the role that the Equal Employment Opportunity Commission...
Words: 3560 - Pages: 15
...US HARASSMENT REGULATIONS 1 Complying with United States Harassment and Employment-Related Laws US HARASSMENT REGULATIONS 2 Complying with United States Harassment and Employment-Related Laws 1. Equal Employment Opportunity Commission(EEOC): Managing a business in the United States, whether large or small, involves complying with numerous laws and regulations that protect employees from harassment and discrimination. “The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. .” (http://www.eeoc.gov/eeoc/) The EEOC has the authority to investigate any accusations made against employers who are covered by EEOC laws (most employers with at least 15 employees). ”States are permitted to enact and enforce their own employment discrimination laws that include or expand the minimum protections afforded by the Federal laws.” (http://employeeissues.com) Since Pomodoro, Ltd., is a large multinational firm, it will need to abide by...
Words: 846 - Pages: 4
...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...
Words: 902 - Pages: 4
...Equal Employment Opportunity and Employee Rights Luis Carrasco, Jade Hadfield, Jo Hemenway, Stafford McClendon, Emily Sementilli, Misty Wightman November 4, 2012 HRM/300 Timothy Turcotte Equal Employment Opportunity and Employee Right Over the course of history in the United States there have been many laws put in place to protect employees and employers. The Americans with Disabilities Act of 1990 and the Equal Employment Opportunity Act of 1972 are two such acts signed into law. Each of the laws protects workers from termination for causes outlined in the acts. The Americans with Disabilities Act of 1990 is a wide-ranging civil rights law that prohibits, under certain circumstances, discrimination based on disability. It affords similar protections against discrimination to Americans with disabilities as the Civil Rights act of 1964, which made discrimination based on race, religion, sex, national origin, and other characteristics illegal. Drug testing has become popular in many businesses in today’s society. This upsets many employees because they think that what they do on their own time does not affect what they do at work. The Americans with Disabilities Act of 1990 was put into place to make it easier for American’s that have disabilities to navigate. There are five different categories of this Act...
Words: 1862 - Pages: 8
...Employment Law Compliance Plan HRM/531 MEMORANDOM To: Bradley Stonefield, Owner From: Date: June 8, 2015 Subject: Employment Law Compliance Plan Thank you for taking the time to speak with us today. Per our discussion, I would like to address the employment laws that are specific to both Texas and federally. The consequences for noncompliance of these employment laws will be addressed as well. Laws we will discuss are • Title VII of the Civil Rights Act of 1964 • Americans with Disabilities Act • Age Discrimination in Employment Act of 1967 • Federal Fair Labor Standard • Texas Minimum Wage Law • The Immigration Reform and Control Act of 1986 Title VII of the Civil Rights Act of 1964 Title VII of the Civil Right Act of 1964 was designed for non-discrimination in hiring processes. Hiring cannot be based on race, religion, sex, nor national origin. Your goal of hiring 25 people in the first year, you must comply with this employment law. Non-compliance can result in employees filing a lawsuit if he/she feels they have been discriminated against. Full understanding of this will make sure that you ask appropriate questions during the interview process; inappropriate questions to ask would be marital status, birthplace and anything related to religion. Americans with Disabilities Act Americans with Disabilities Act prohibits any discrimination that is based on a qualified disability. A qualified individual is any person who meets the legitimate...
Words: 653 - Pages: 3
...HCS/341 Legal, Safety, and Regulatory Requirements The United States regulates employment organization practices through state, federal, and local level laws. Human resources processes within the workplace are impacted by regulatory requirements. Regulations such as legal and social are necessary for organizations to control the existing workforce as well as future labor supplies within the workplace. The paper will attempt to discuss the effects that regulations have on the processes within the human resources department when relating to rationale and compassion within the workplace being replaced by litigation. The Civil Rights Act of 1964 is a law that was put into effect to protect individuals from being discriminated against during hiring processes. The Civil Rights Act has three sections which include equal opportunity, affirmative action, and sexual harassment (Cliff Notes, 2011). These three sections have an impact on the human resources department and it is important that human resources managers comply with these laws. The Equal Employment Opportunity (EEO) laws protect individuals from being discriminated against based on their age, gender, or race. Equal Employment Opportunity regulations help ensure that all individuals are given an equal opportunity when applying for a job or when individuals are considering working towards a promotion. Affirmative action requires that employers put forth additional effort to select and promote individuals who belong to a protected...
Words: 1170 - Pages: 5
...well as with the patrons that the organization serves. Throughout the human resource processes a central concern is the assessment of employment laws and the consequence of their use. It has come to the attention of the human resource department that common sense and compassion have been replaced by litigation in the workplace. Although conflict is by no means a new phenomenon, the elements of workplace conflict are becoming more convoluted as the years go by. Changes in employment laws mingled with how we live and the unpredictability of today’s economy have coalesced into convoluted answers to what used to be basic questions (Gilbert, n.d.). The result is a growing sense of unease among employees and an accompanying need to claim one's legal rights when conflicts arise. Misconceptions about employment laws, and employee rights often fuel this fire. Not to mention today’s society’s augmented recognition and approval of lawsuits as a probable and lucrative alternative to negative workplace situations (Gilbert, n.d.). It is therefore imperative now more than ever, that human resource managers (HRM) be well versed in what constitutes a claim and ensure that they are avoided. This memorandum will briefly describe the organizations that have established employee-related regulations, such as, the Department of Labor (DOL), the U.S. Equal Employment...
Words: 2073 - Pages: 9
...Analyze a Specific Case to Understand Equal Employment Opportunity Laws and Their Impact on Human Resources Employment and Labor Law Jason Berning Presented in partial fulfillment of the requirements for a Bachelor of Business Administration Degree This essay highlights a Supreme Court case concerning discrimination in the workplace. Besides conveying important facts about the case, including its origins and prior rulings, analysis will take place on the Court’s decision and its effect on employers and human resource personnel. EEOC The plaintiff in this case was the Equal Employment Opportunity Commission (EEOC) filing in regard of Eric Baker, a former Waffle House employee (EQUAL EMPLOYMENT OPPORTUNITY COMMISSION v. WAFFLE HOUSE, INC, 2015). The EEOC is a federal entity charged with enforcing federal laws making discrimination illegal in the cases of race, color, religion, sex, national origin, genetic information, disability, and age (About the EEOC: overview, 2015). Further recognized as discrimination are action deemed negative against an individual and brought about from a person complaining about discrimination, filing a charge of discrimination, or being involved in an investigation or lawsuit involving discrimination (About the EEOC: overview, 2015). This law effects most employers with 15 or more employees including labor unions and employment agencies and applies to multiple work situations including hiring, promotions...
Words: 1118 - Pages: 5
...The Impact of Law on Business Decisions Elaine Staples 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...
Words: 1849 - Pages: 8
...This paper is to explain the process of how John can file a complaint with the US Equal Employment Opportunity Commission (EEOC), where he should goes and contact, what he needs to do and file, and possible solutions to resolve the problem with his employer. In addition, it explains how the employee can file a complaint through the civil litigation process from the state level up to the U. S. Supreme Court. How the complaint begins with EEOC Let is start defining, what is the US Equal Employment Opportunity Commission (EEOC). The EEOC is a federal agency created to enforced the law and make illegal to discriminate a person for a job based in the person’s color, race, religion, sex, age, disability, among others (US Equal Employment Opportunity Commission, 2013). If an employee has been discriminated in the job for any of the reasons mention above; he or she can fill a complaint against the employer. According to EEOC (2013), the first step to do is: to contact the EEOC by e-mail, phone, or a local office and file a complaint of job discrimination. In this case, John fills the complaint, and the EEOC will notify his employer within 10 days. There is another option to resolved the problem (employee vs. employer) presented by EEOC called mediation. According with the EEOC, the mediation occurs before the EEOC investigate the complaint filed by the employee. This gives the opportunity to the employee and the employer to dialogue about what happened and the employee’s...
Words: 1024 - Pages: 5
...Employment Law Compliance Plan Carrie "Shellie" Cobbs Human Capital Management HRM 531 Linda Johnson March 15, 2015 Employment Law Compliance Plan atwood and allen consulting memorandum to: Traci Goldeman from: Shellie Cobbs subject: Employment Law compliance plan for Landslide Limousine date: March 15, 2015 cc: Bradley Stonefield I have researched several employment laws for Mr. Stonefield’s Landslide Limousine Company and there are four laws that I will outline for Mr. Stonefield to consider complying with in his new business venture. I will discuss in this memo the Civil Rights Act of 1964 regarding employment discrimination, The Americans with Disabilities Act of 1990 regarding people with disabilities, Equal Pay Act of 1963 regarding wage discrimination between men and women, and lastly the Texas Minimum Wage Act regarding the least amount of an hourly wage payable in the state of Texas. I will give a brief summary of each of the four Acts and consequences for noncompliance. Civil Rights Act of 1964 The Civil Rights Act of 1964 is regulated and enforced by the Equal Employment Opportunity Commission (EEOC). As a new business, if you receive any federally funded monies such as grants, assistance, or subsidies The Civil Rights Act of 1964 applies to you. The EEOC “enforces laws that prohibit discrimination based on race, color, religion, sex, national origin, disability, or age in hiring, promoting, firing, setting wages, testing, training, apprenticeship...
Words: 2776 - Pages: 12
...readers. The History and Evolution of Title VII and its amendments (PDA, ADA, ADEA) Title VII was born out of the Civil Rights Acts of 1866 and 1964 and has grown to become the laws that almost all businesses must comply with. Title VII states that "it shall be an unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions or privileges of employment, because of such individual's race, color, religion, sex or national origin.” This title also makes it unlawful to "limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's race, color, religion, sex, or national origin" (Bennett-Alexander and Hartman, 2007). Title VII gave new rights to minorities and women who were limited to the means of solving job discrimination issues. While efforts to eliminate discrimination and to make certain no one is excluded, many amendments came after Title VII which added additional protection such as prohibiting discrimination against age and disability. The Age Discrimination in Employment Act (ADEA) applies to employers of 20 or more...
Words: 2066 - Pages: 9
...California Supreme Court states, “In order to establish a constructive discharge, the employee must plead and prove, by the usual preponderance of the evidence standard, that the employer either intentionally created or knowingly permitted working conditions that were so intolerable or aggravated at the time of the employee's resignation that a reasonable employer would realize that a reasonable person in the employee's position would be compelled to resign” (Turner V. Anheuser 1994). Title VII of the Civil Rights Act of 1964 “prohibits discrimination by covered employers on the basis of race, color, religion, sex or national origin” (Find US Law, 1964). Because our organization consists of more than fifteen employees, we fall under this title and specifically in regards to religion in this situation. The EEOC, The Equal Employment Opportunity Commission, enforces Title VII and states that an individual must file a complaint of discrimination within 180 days of learning of the discrimination or the individual may lose the right to file a lawsuit. This employee did file in a timely manner so we are obligated to respond to his claim. I believe that there are certain steps we should take in response to this employee’s accusations that will help our company avoid...
Words: 1230 - Pages: 5
