Human Resources

• Ch. 1 of Managing Human Resources

• Ch. 3

o Discrimination

o Employment laws

o Civil rights

o Title VII

o Thirteenth and Fourteenth Amendments

o Equal Employment Opportunity Commission (EEOC)

• Ch. 13

o U.S. industrial relations system

o Collective bargaining

o Union organization

o Bargaining impasse

o Mediation, fact-finding, arbitration

• Ch. 14

o Dispute resolution

o Grievance procedures

o Progressive discipline

o Employment at will

o Judicial exceptions

Content Overview

• Two broad forms of discrimination

o Unequal treatment

• Intentional discrimination

• Retaliation against individuals who do not agree with discrimination

• Disparate treatment theory: direct evidence, circumstantial evidence, mixed-motive cases

o Adverse impact

• Unintentional discrimination

• Same requirements; however, unequal penalties or consequences for people in different groups—example: selection, promotion, layoffs, bona fide occupational qualification, and so forth

• Laws of broad scope versus laws of limited application

o Laws of broad scope

• Thirteenth and Fourteenth Amendments

• Civil Rights Acts of 1866 and 1871

• Equal Pay Act of 1963

• Title VII of the Civil Rights Act of 1964

• Age Discrimination in Employment Act of 1967, as amended in 1986

• Immigration Reform and Control Act of 1986

• American with Disabilities Act of 1990, as amended in 2008

• Family and Medical Leave Act of 1993

o Laws of limited application

• Executive Orders 11246, 11375, and 11478

• Rehabilitation Act of 1973

• Vietnam Era Veterans Readjustment Act of 1974

• Uniformed Services Employment and Reemployment Rights Act of 1994

• Major employment laws (FMLA, Title VII, NLRA, ADA, ADEA, and so forth)

o Equal Employment Opportunity Commission (EEOC)

• Supports and regulates laws and policy to ensure nondiscrimination, which oversees all major employment laws (FMLA, Title VII, NLRA, ADA, ADEA, and so forth)

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