Human Resource Management
A major disability can definitely hinder a person from wanting to work. This is another issue; nearly three quarters of people having a known disability are unemployed. Most of them if asked say they would rather work. “Once again, the expected shortage of traditional workers is predicted to lead to a reexamination of hiring policies. More firms are expected to give serious consideration to hiring disabled workers, particularly given the cost of accommodating these workers has been shown to be relatively low” (2003, pg. 63-64).
An individual with a disability is a person who has a physical or mental impairment that substantially limits one or more major life activities; has a recor...
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...d of such impairment, and is regarded as having such impairment. The Americans disabilities Act of 1990 prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment (The U. S. EEOC).
The United States is more litigious than in previous centuries. Although there has been a backlash against what can be perceived in popular culture as “political correctness, “lawsuits are still filed far more readily than previous decades. These lawsuits may be filed over perceived offenses related to gender, ethnicity, age sexual orientation, cultural insensitivity, or other factors that contribute to a “hostile work environment. ” According to Title VII of the Civil Rights Act of 1964, the law “prohibits employment discrimination based on race, color, religion, sex and national origin. (Equal Employment Opportunity Commission, 1964)
According to the EEOC, they received 12,025 charges of sexual harassment for 2006. (EEOC, 2007) Managers need to increase employee awareness of potential grounds for litigation of these issues. Equal employment opportunity involves both workplace nondiscrimination and affirmative action. Equal opportunity has changed the way businesses and organizations recruit, hire, and even act in the working environment. These changes have been put in place due to the increasing numbers of women, people with different racial and ethnic backgrounds, persons of different ages, their able-bodied ness, and religion.
Despite EEO laws in place to prevent discriminatory practices, offenses still occur. According to statistics of the EEOC and state and local fair employment practices agencies, the number of charges alleging workplace discrimination based on religion or national origin has been significantly increased after September 11, 2001. Since then, mainly Muslims, Arabs, South Asians and Sikhs became the victims of discriminatory acts. As a result of the attacks on the World Trade Center and on the Pentagon, the discrimination of Muslims increased and with that their uncertainty and fear, as well.
Consequently, the need of Muslims for prayer increased, too. Employers are therefore often faced with the request to accommodate prayer times, services, and facilities for prayer in the workplace. As already stated, employers do not have to accommodate religious practices when it presents an undue hardship, but when they are willing to comply with a request and to offer a greater level of accommodation than the law requires, they have to accommodate requests of other religious groups to the same level otherwise it would be discrimination.
In order to prevent a claim of harassment, an employer should have more than ever a focus on the company’s harassment policy. He or she should revise the policy and be sure that it not only includes the necessary provisions, but also a complaint procedure. Employees should be reminded that the policy covers all religions and national origins and all are entitled to the same protection including Muslims, Arabs, South Asians and Sikhs. Furthermore, employees should understand that the company wants to be advised on discriminating behavior.
They should clearly know that complaints will be promptly investigated and if necessary appropriate action taken. In conclusion, the effective manager must increase employee awareness of what constitutes acceptable and unacceptable behavior toward others and vigilantly enforce an open, non-harassing workplace. Managers must not appear to belittle a particular religion or culture, giving potential grounds for litigation. There are many rights to the employees when it comes down to equal opportunity employment.
In this paper you learned about the commission; how it works, its process, why it was imposed and a few different types of discrimination towards employees in the work environment. It also has thrown light on a person’s rights as an employee.
Dessler, G. Human Resource Management. 9th edition. NJ: Prentice Hall; 2002. p 592 Bennett-Alexander D. D. & Hartman, L. P. (2001). Employment Law for Business (3rd ed. ). New York: Irwin/McGraw-Hill.