Bài giảng Fundamentals of human resource management - Chapter 3 Providing Equal Employment Opportunity And A Safe Workplace

FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT 5TH EDITIONBY R.A. NOE, J.R. HOLLENBECK, B. GERHART, AND P.M. WRIGHTChapter 3 Providing Equal Employment Opportunity And A Safe WorkplaceRegulation of HRMEqual Employment Opportunity (EEO)Equal employment opportunity (EEO)– condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin.Federal government’s efforts in this area include:constitutional amendmentsLegislationexecutive orderscourt decisions Table 3.1: Summary of Major EEO Laws and RegulationsThe Government’s Role in Providing For EEO: (EEOC)Responsible for enforcing most of EEO laws.Investigates and resolves complaints about discriminationGathers informationIssues guidelinesMonitors organizations’ hiring practicesComplaints must be filed within 180 days of incident.EEOC has 60 days to investigate complaint.Businesses’ Role in Providing for EEO: Avoiding DiscriminationDiffering treatment of individuals based on the individuals’ race, color, religion, sex, national origin, age, or disability status.A necessary (not merely preferred) qualification for performing a job.The Supreme Court has ruled that BFOQ’s are limited to policies directly related to a worker’s ability to do the job.Disparate TreatmentBona Fide Occupational Qualification (BFOQ)Businesses’ Role in Providing for EEO: Avoiding DiscriminationA condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities.Rule of thumb that finds evidence of discrimination if an organization’s hiring rate for a minority group is less than four-fifths the hiring rate for the majority group.Disparate ImpactFour-Fifths RuleAvoiding Discrimination Reasonable Accommodation- employer’s obligation to do something to enable an otherwise qualified person to perform a job.Companies should recognize needs based on individuals’ religion or disabilities.Employers may need to make such accommodations as adjusting work schedules or dress codes, making the workplace more accessible, or restructuring jobs.Avoiding DiscriminationSexual Harassment- unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of a sexual nature when:Submission to such conduct is made explicitly or implicitly a term of condition of an individual’s employment,Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, orSuch conduct has the purpose of effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.Avoiding Discrimination Organizations can prevent sexual harassment by:Developing and communicating a policy that defines and forbids itTraining employees to recognize and avoid this behaviorProviding a means for employees to complain and be protectedWorkplace Safety: Occupational Safety and Health Act (OSH Act)Authorizes federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce.Established (OSHA). Responsible for:Inspecting employersApplying safety and health standardsLevying fines for violation