communicate effectively will be hampered. Some of the things that must be taken into consideration concerning communication include different age groups, ethnicities, gender differences, non-native English speakers, people with disabilities and Americans with Disabilities Act (ADA) specifics, and expatriates. Management that has a working knowledge of how to communicate with these different groups will have a decided advantage. Different Age Groups Communication styles have changed through the
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judicial interference.1 Notwithstanding the Civil Rights Acts of 1866 and 1870, the first effective antidiscrimination employment statute was a long time in coming. The first fed- eral legislation to deal directly with the issue of discrimination was the Equal Pay Act of 1963 (see Chapter 18 for more details). The statutory right to equality was expanded beyond the issue of pay less than a year later by Title VII of the Civil Rights Act of 1964. Title VII is the basis for discrimination law and
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| | |Title VII prohibits discrimination in |General Electric Co. v. Gilbert (1976)|To eliminate employment discrimination|This law was originally meant for | |Civil Rights Act of 1964 |hiring, compensation, terms, | |based on race, color, sex, national |employers with 25 or more employees | | |conditions, or privileges of
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opportunity laws. These are equal pay act of 1963 which prohibits discrimination in pay between men and women performing the same job in the same organization. Title VII of the Civil Rights Act of 1964 prohibits employers from basing employment decisions on a person’s race, color, religion, sex, or national origin. It has amended or interpreted to prohibit discrimination based on pregnancy and sexual harassment. Most recently, it has been amended by the Civil Rights Act of 1991, which places the burden
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Benjamin Fowler 11/16/15 Task 1 LIT1-0315 A.) The Family and Medical Leave Act of 1993 is a federal law that sets the standard for unpaid leave and job security in the case of certain medical and family situations. The law applies to any worker employed for more than a year at a company with 50 or more employees that is within 75 miles of the employee's residence. The law covers unpaid, job-secure leave to qualifying employees that are caring for a new child, caring for a seriously ill immediate
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Rights Act of 1964 |race, color, religion, sex, or |States 1964 | |against employees who exercise this | | |national origin. | | |right. | | |Prohibits discrimination because of |Amendment to the Civil Rights Act of
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|Workplace Application | |Employment Law | | | | | |Civil Rights Act of 1964 |Prohibit employment |Heart of Atlanta Motel v. United |To end racial segregation. |This means that a person should be | | |discrimination in hiring,
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To gain a better understanding of how acts of congress are formed from inception to enactment there are various methodologies one can use. For this paper I will be using the Analytical Framework methodology as described in our class textbook, The Struggle for Democracy by authors Edward Greenberg and Benjamin Page. The congressional act I’ve chosen to explore is one of great importance to all working Americans. The Family and Medical Leave Act of 1993 specifically deals with the need of our nation’s
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The Family and Medical Leave Act The Family and Medical Leave Act of 1993, or FMLA, provides for the employment protection of individuals who take a leave of absence due to family and/or medical reasons. The birth of a child is one such reason. Three important provisions of FMLA are: • FMLA only applies to covered employers. Covered employers include private sector employers with 50 or more employees, public agencies regardless of number of employees, and primary and secondary schools regardless
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| | | |Protection from discrimination by |Katzenbach v. McClung and Heart of |The importance of the Civil Rights Act|Enforcement: | |Civil Rights Act of 1964 |reason of race, color, religion, sex |Atlanta v. United States |of 1964 ensures that every person is |EEOC investigates and can enforce; | |
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