• The legal environment is a crucial area of understanding for HRM. EEO laws and regulations, theories of discrimination, and sexual harassment continue to evolve. For this discussion, you will address the following topics:
• Table 3.1 is a summary of major EEO laws and regulations. The author of the course text presents a brief discussion on each one. Select one act that you believe is most important for EEO, and briefly discuss why this act is so important for HRM? What agency is responsible for the enforcement of the act?
• Identify the three theories of discrimination under Title VII of the CRA. Give an example of how each theory would be applied.
• What is job analysis and why is it important in strategic HRM?
• Name and describe the four approaches to job design. Which one would be more important at your place of work, or a familiar organization?

Each of the bulleted topics should be a heading.

 

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Table 3.1 Summary of Major EEO Laws and Regulations ACT Thirteenth Amendment fourteenth Amendment Cve Rights Acts (CRA) of 1866 and 1871 (s atended) Equal Pay Act of 1963 Title VI of CRA Age Discrimination Employment Act of 1967 Rehabilitation Act of 1973 Americans with Disabili des Act of 1990 Pregnancy Discrimina bon Act Executive Order 11246 Civil Rights Act of 1991 REQUIREMENTS Abolished slavery Provides equal protection for at citizens and requires due process in state action Grants al citizens the right to make, perform, modify and terminate contracts and enjoy all benefits, terms, and conditions of the contractus relationship Requires that men and women performing equal jobs receive equal pay Forbids discrimination based on race, color, religion, sex or national origin Prohibits discrimination in employment against indi viduals 40 years of age and older Requires affirmative action. in the employment of indi viduals with disabilities. Prohibits discrimination against individuals with disabilities Prohibits discrimination on the basis of pregnancy. childbirth, or related medical conditions Requires affirmative action in hiring women and minorities Prohibits discrimination (same as Title V COVERS All individuals State actions (eg, deck sions of government organizations All individuals Employers engaged in interstate commerce Employers with 15 or more employees working 20 or more weeks per year labor unions, and employment agencies Empl with 15 or more employees working 20 or more weeks per year; labor unions; employment agen cies federal government Government agencies; fed eral contractors and sub- contractors with contracts greater than $2,500 Employers with more than 15 employees Employers with more than 15 employees ENFORCEMENT AGENCY court system Court system Court system BEOC Federal contractors and subcontractors with con tracts greater than $10,000 Same as Title VII, plus applies Section 1981 to employment discrimination cases EEOC EEOC of private groups whose activities are deemed state actions can be construed as viola- ties of the Fourteenth Amendment. Thus, one could file a claim under the Fourteenth Amendment if one were fired from a state university (a government organization) but not if one were fired by a private employer. OFCCP EEOC EEOC OFCCP EEOC Table 3.1 Summary of Major EEO Laws and Regulations ACT Thirteenth Amendment fourteenth Amendment Cve Rights Acts (CRA) of 1866 and 1871 (s atended) Equal Pay Act of 1963 Title VI of CRA Age Discrimination Employment Act of 1967 Rehabilitation Act of 1973 Americans with Disabili des Act of 1990 Pregnancy Discrimina bon Act Executive Order 11246 Civil Rights Act of 1991 REQUIREMENTS Abolished slavery Provides equal protection for at citizens and requires due process in state action Grants al citizens the right to make, perform, modify and terminate contracts and enjoy all benefits, terms, and conditions of the contractus relationship Requires that men and women performing equal jobs receive equal pay Forbids discrimination based on race, color, religion, sex or national origin Prohibits discrimination in employment against indi viduals 40 years of age and older Requires affirmative action. in the employment of indi viduals with disabilities. Prohibits discrimination against individuals with disabilities Prohibits discrimination on the basis of pregnancy. childbirth, or related medical conditions Requires affirmative action in hiring women and minorities Prohibits discrimination (same as Title V COVERS All individuals State actions (eg, deck sions of government organizations All individuals Employers engaged in interstate commerce Employers with 15 or more employees working 20 or more weeks per year labor unions, and employment agencies Empl with 15 or more employees working 20 or more weeks per year; labor unions; employment agen cies federal government Government agencies; fed eral contractors and sub- contractors with contracts greater than $2,500 Employers with more than 15 employees Employers with more than 15 employees ENFORCEMENT AGENCY court system Court system Court system BEOC Federal contractors and subcontractors with con tracts greater than $10,000 Same as Title VII, plus applies Section 1981 to employment discrimination cases EEOC EEOC of private groups whose activities are deemed state actions can be construed as viola- ties of the Fourteenth Amendment. Thus, one could file a claim under the Fourteenth Amendment if one were fired from a state university (a government organization) but not if one were fired by a private employer. OFCCP EEOC EEOC OFCCP EEOC

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What is job analysis and why is it important in strategic HRM Job analysis can further develop the e... View the full answer