Lecture Fundamentals of human resource management (11th Edition): Chapter 3

After reading chapter 3, you should be able to: Explain how the three branches of government regulate human resource management; summarize the major federal laws requiring equal employment opportunity; identify the federal agencies that enforce equal employment opportunity, and describe the role of each;...

Human Resource Management 11e

Chapter 3 Equal Opportunity

§ Almost every U.S. organization, public and private, must  abide by 

Laws Affecting Discriminatory  Practices

§ Based on personal characteristics related to  race such as:

§ Based on religious beliefs and how they are  practiced:

§ Reasonable accommodations must be made as  long as they don’t cause an undue hardship for  the employer. Accommodations may include:

§ Based on citizenship or permanent residence  status

The EEOC website has helpful information for employees and employers

Laws Affecting Discriminatory  Practices

Laws Affecting Discriminatory  Practices

Laws Affecting Discriminatory  Practices

Laws Affecting Discriminatory  Practices

§ Americans with Disabilities Act (ADA) of 1990 

• Extends protection and reasonable accommodations to those with a disability

• Defines disabled as a person who:

§ Has a physical or mental impairment that substantially limits one or more life activities

§ Has a history or record of such impairment

§ Is perceived by others as having such impairment 

Covers not only those with mobility and communication disabilities, 

but those with HIV/AIDS and intellectual disabilities

Important ADA Terms

§ ADA Amendments Act of 2008 (ADAAA)

• Makes it easier for employees to prove disability  such as

§ The Civil Rights Act of 1991 

• Reinforced the 1964 Act which had been weakened by a number of Supreme Court cases

• Returned burden of proof that discrimination did not occur back to the employer

• Includes the Glass Ceiling Act and established the Glass Ceiling Commission to study management practices

Laws Affecting Discriminatory  Practices

First law to allow individuals to  sue for punitive damages

§ Situations rising from active military duty of spouse, child or parent.

Laws Affecting Discriminatory  Practices

Laws Affecting Discriminatory  Practices

FMLA difficulties for HR: determining eligibility to take leave, staffing problems that result, and timing

of leave notification, keeping position open for

§ Uniformed Services Employment and 

Reemployment Rights Act of 1994 (USERRA)

• Strengthens rights of veterans of the Reserves or  National Guard to return to private sector jobs.

• Prohibits employers from discriminating against  applicants with prior military service.

Laws Affecting Discriminatory  Practices

§ Genetic Information Nondiscrimination Act of 

2008 (GINA)

• Prohibits discrimination based on genetic 

information such as a family history of a genetic  disease such as breast cancer or Alzheimer’s 

Disease.

• Includes hiring decisions and insurance coverage

Laws Affecting Discriminatory  Practices

§ Uniform Guidelines on Employee Selection  Procedures

• Outlines requirements for employers to prove that  they are observing equal employment laws.

• HR policies must be made on job­related factors

• Policies cannot discriminate based on non­related  factors

Preventing Discrimination

Preventing Discrimination

§ Adverse Treatment (Disparate Treatment)

• HR policy or practice treats a protected group  differently resulting in discrimination

§ Example: individuals in protected groups are rarely hired or promoted to certain positions

Preventing Discrimination

Four tests may be used to determine if discrimination  has potentially occurred:

Preventing Discrimination

McDonnell Douglas test

geographical comparisons 4/5ths rule

restricted  policy

Exhibit 3.4 shows an example of compliance and

restricted policy

geographical comparisons

Do HRM policies exclude a class of 

individuals?

McDonnell  Douglas Test

Preventing Discrimination

§ How companies can respond to 

discrimination charges if found to have  adverse impact:

Proving job relatedness is often the

most common approach

Exhibit 3­5: Summary of Selected  Supreme Court Cases Affecting EEO

Enforcing Equal Opportunity  Employment

Federal Government

 of labor

www.eeoc.gov  http://www.dol.gov/ofccp/ 

Enforcing Equal Opportunity  Employment

Enforcing Equal Opportunity  Employment

§ Office of Federal Contract Compliance Programs (OFCCP)

• Responsible for ensuring that contractors doing business with the Federal government do not discriminate and take affirmative action

• Follows similar practice as EEOC in evaluating claims 

• Can cancel an organization’s contract with the federal 

government if organization fails to comply with EEO laws

OFCCP

Current Issues in Employment  Law

§ Sexual Harassment takes two forms

• Quid pro quo harassment

§ Sexual behavior is expected as a condition of employment

• Hostile environment harassment

§ Workplace environment is offensive enough to interfere with the ability to work

Current Issues in Employment  Law

§ Comparable Worth

• Jobs of equal importance to an organization should  earn equal pay

Women earn approximately 80% 

§ Glass Ceiling

• Invisible barrier blocking promotion to top 

management

• Women and minorities are under­represented in  top management positions

Current Issues in Employment  Law

§ Sexual Orientation

• No federal law protection

• 21 states, District of Columbia and Federal Government prohibit discrimination based on sexual orientation

Australia’s discrimination laws not enacted until the 1980s

Laws affecting HRM vary greatly by country. 

60/100­hour work­weeks not uncommon. China’s recent labor laws seek to  protect employees from such practices, but progress remains slow

1 The 1964 Civil Rights Act, Title VII, protects individuals on the basis of , _, , _, and

race, color, religion, sex, national origin

2 The Equal Opportunity Employment Act established the _.

5 With , companies argue job relatedness in responding to

accusations of discrimination in hiring.

business necessity

6 The 1971 Supreme Court case _v. ruled that tests must fairly measure the skills and knowledge required for a job.