U. S. Equal Employment Opportunity Commission
This research is basically showing that once men and women start acquiring the same roles in the work and home environment, there is nothing excluding a woman from working a mans job. Companies may soon realize it might be helpful to have a woman in a certain position to acquire a certain goal in mind. The Act states that it is unlawful to discriminate any employee or applicant from employment because of his/her race or color in regard to hiring, termination, promotion, compensation, job training, or any other term, condition, or privilege of employment.
Title seven also prohibits employment decisions based on stereotypes and assumptions about abilities, traits, or the performance ...
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...of individuals of certain racial groups. This title also prohibits both intentional discrimination and neutral job policies that disproportionately exclude minorities and that are not job related (The U. S. EEOC). Just being a minority might not be the reason an organization may not hire you. If you are married to a certain minority the organization may not hire you just because of your acquaintance to that person.
The Act also prohibits an organization from doing because it is considered a violation under the Civil Rights Act of 1964. Another aspect of equal opportunity in the working environment is the differences between racial and ethnic groups. The term racial and ethnic groups are used to reflect the broad spectrum of employees of differing ethnicities or races who make up and ever-increasing portion of the working environment. In the American workplace diversity is reflected in an increasing proportion of African Americans, Asian Americans, and Hispanic Americans (Hunt, Osborn, Schermerhorn Jr.
, 2003, pg. 64). Due to the major rise in racial and ethnic groups entering the workforce, companies must set plans to enforce rules and laws to limit the stereotypes and discrimination among these groups of people. If these laws are not told to the employees when they are first hired, there could be many problems within the working environment that hinder the final product of the organization. One of the biggest issues on hiring employees dealing with an equal opportunity standpoint is age. Many elderly or younger persons may apply for jobs in small and major organizations.
The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are forty years of age or older from employment discrimination based on age. Under the ADEA, it is unlawful to discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training. Under this act it is also unlawful to include age preferences, limitations, or specifications in job notices or advertisements.
A job notice may only specify an age limit only in the rare circumstance where age is show to be a bone fide occupational qualification reasonable necessary to the normal operation of business (The U. S. Equal Employment Opportunity Commission). The Older Workers Benefit Protection Act of 1990 (OWBPA) amended the ADEA to specifically prohibit employers from denying benefits to older employees. Congress recognized that the cost of providing certain benefits to older workers is greater than the cost of providing those same benefits to younger workers, and that those greater costs would create a disincentive to hire older workers.
Therefore, in limited circumstances, an employer may be permitted to reduce benefits based on age, as long as the cost of providing the reduced benefits to older workers is the same as the cost of providing benefits to younger workers (The U. S. Equal Employment Opportunity Commission). Due to new technological advances it is much harder for an elderly person to compete with the new generation of employees to get hired for the same type of job. Today, an elderly person must make sure he meets the minimum requirements for a job in which a high school grad has out of high school.
Basic computer and math skills are a must. The research findings concerning age are particularly important given the aging of the workforce. People fifty years old and older account for eighty five percent of the projected labor force growth between 1990 and 2005. Older workers are susceptible to being stereotyped as inflexible and undesirable in other ways. In some cases, workers as young as ages forty are considers to be old and complain that their experience and skills are no longer valued. Age-discrimination lawsuits are increasingly common in the United States.