德斯勒人力资源管理(第12版)PPT_02

PowerPointPresentationbyCharlieCookTheUniversityofWestAlabamaChapter2EqualOpportunityandtheLawPartOne|IntroductionCopyright©2011PearsonEducation,Inc.publishingasPrenticeHallCopyright©2011PearsonEducation,Inc.publishingasPrenticeHall2–2WHEREWEARENOW…Copyright©2011PearsonEducation,Inc.publishingasPrenticeHall2–31.ExplaintheimportanceofandlistthebasicfeaturesofTitleVIIofthe1964CivilRightsActandatleastfiveotherequalemploymentlaws.2.Explainhowtoavoidanddealwithaccusationsofsexualharassmentatwork.3.Defineadverseimpactandexplainhowitisproved.4.Explainandillustratetwodefensesyoucanuseintheeventofdiscriminatorypracticeallegations.5.Citespecificdiscriminatorypersonnelmanagementpracticesinrecruitment,selection,promotion,transfer,layoffs,andbenefits.6.ListthestepsintheEEOCenforcementprocess.7.Discusswhydiversitymanagementisimportantandhowtoinstitutionalizeadiversitymanagementprogram.LEARNINGOUTCOMESCopyright©2011PearsonEducation,Inc.publishingasPrenticeHall2–4EqualEmploymentOpportunity1964–1991TitleVIIofthe1964CivilRightsAct(EEOC)ExecutiveOrders11246,11375OFCCPEqualPayActof1963AgeDiscriminationinEmploymentActof1967VocationalRehabilitationActof1973PregnancyDiscriminationActof1978FederalAgencyGuidelinesEqualEmploymentOpportunityCopyright©2011PearsonEducation,Inc.publishingasPrenticeHall2–5TitleVIIofthe1964CivilRightsAct•Employercannotdiscriminatebasedonrace,color,religion,sex,ornationalorigin.Appliestopublicandprivateemployerswith15ormoreemployees.•Unlawfulemploymentpracticesforanemployer:Tofailorrefusetohireortodischargeanindividualbecauseoftheindividual’srace,color,religion,sex,ornationalorigin.Tolimit,segregate,orclassifyemployeesorapplicantsbytheirrace,color,religion,sex,ornationaloriginsuchthattheywouldbedeprivedemploymentopportunitiesoremploymentstatus.•EqualEmploymentOpportunityCommissionCopyright©2011PearsonEducation,Inc.publishingasPrenticeHall2–6EqualEmploymentOpportunityCommission(EEOC)•EstablishedbyTitleVIIofthe1964CivilRightsAct.•ComprisedoffivemembersappointedbythePresidentforfive-yearterms;approvedbytheSenate.•Administersandenforcescivilrightsemploymentlaw.•IssuesfederalguidelinesforEEOprocedurestobefollowedbyemployers.•Receivesandinvestigatesjobdiscriminationcomplaints.Copyright©2011PearsonEducation,Inc.publishingasPrenticeHall2–7EarlyCourtDecisionsRegardingEqualEmploymentOpportunity12345Griggsv.DukePowerCompanyEmployer’snondiscriminatoryintentisirrelevant.Burdenofjob-relatedproofonemployer.“Fairinform”practicemustalsobenondiscriminatory.Businessnecessityisadefenseforadverseimpact.Testorpracticemustberelatedtojobperformance.Copyright©2011PearsonEducation,Inc.publishingasPrenticeHall2–8EarlyCourtDecisionsRegardingEqualEmploymentOpportunity(cont’d)•AlbemarlePaperCompanyv.MoodyIfatestisusedtoscreencandidates,thenthejob’sspecificdutiesandresponsibilitiesmustbeanalyzedanddocumented.Theperformancestandardsforthejobshouldbeclearandunambiguous.Federal(EEOC)Guidelinesonvalidationaretobeusedforvalidatingemploymentpractices.Copyright©2011PearsonEducation,Inc.publishingasPrenticeHall2–9EqualEmploymentOpportunity1990–91–presentBurdenofProofDisparatetreatmentAdverseimpactMoneyDamagesCompensatoryandpunitiveawardsCivilRightsActof1991MixedMotivesMotivationversusalternativefactorsCopyright©2011PearsonEducation,Inc.publishingasPrenticeHall2–10EqualEmploymentOpportunity1990–91–present(cont’d)MentalimpairmentsQualifiedindividualReasonableaccommodationAmericanswithDisabilitiesAct(ADA)of1990EmployerdefensesCopyright©2011PearsonEducation,Inc.publishingasPrenticeHall2–11FIGURE2–1ExamplesofHowtoProvideReasonableAccommodationCopyright©2011PearsonEducation,Inc.publishingasPrenticeHall2–12EmployerObligationsUnderADA•Anemployermustmakeareasonableaccommodationforaqualifieddisabledindividualunlessdoingsowouldresultinunduehardship.•Employersarenotrequiredtolowerexistingperformancestandardsorstopusingtestsforajob.•Employersmayaskpre-employmentquestionsaboutessentialjobfunctionsbutcannotmakeinquiriesaboutdisability.•Medicalexams(ortesting)mustbejobrelated.•Employersshouldreviewjobapplicationforms,interviewprocedures,andjobdescriptionsforillegalquestionsandstatements.•Employersshouldhaveup-to-datejobdescriptionsthatidentifythecurrentessentialfunctionsofthejob.Copyright©2011PearsonEducation,Inc.publishingasPrenticeHall2–13EmployersandADA•Employersarenotrequiredtotoleratemisconductorerraticperformance,evenifthebehaviorscanbeattributedtothedisability.•Employersdonothavetocreateanewjobforthedisabledworkernorreassignthatpersontoalight-dutypositionforanindefiniteperiod,unlesssuchapositionexists.•Employersshouldnottreatemployeesasiftheyaredisabledsothattheywillnotbe“regardedas”disabledandprotectedundertheADA.Copyright©2011PearsonEducation,Inc.publishingasPrenticeHall2–14The“New”ADAAmendmentsActof2008(ADAAA)•ADAAexpandedthelistofmajorlifeactivitiesmakingiteasierforanemployeetoshowhisorherdisabilityas“limiting”inhisorherabilitytoengageinamajorlifeactivity.•UnderADAAA,anemployeeisconsidereddisabledevenifheorshehasbeenabletocontrolhisorherimpair