Human Resources Compliance

Human Resources Compliance and Ethics

Jacqueline Luster

MMHRM 591

January 30, 2011

John Henderson

Human Resources Compliance and Ethics

Equal Employment Opportunity (EEO) laws affect most businesses that employee people. The United States Air Force Civilian Personnel system follows all laws established by the Equal Employment Opportunities Commission (EEOC) when hiring, firing, and managing civilian employees. The laws associated with EEO play an important part when executing personnel functions associated with Air Force civilians when recruiting the very best people from a diverse population and taking advantage of their skills, creativity, and energy. The laws enacted ensures all perspective employees and current employees are provided a fair opportunity for employment based on their skills and abilities to perform the job.

Identify at Least Five EEO Regulations

The Air Forces Department of Civilian Personnel is responsible for the hiring and managing of all Air Force civilians employed by the agency. The main office responsible for enforcement of laws and regulations is the Office of Personnel Management (OPM) (OPM, 2011, npn). The laws that most affect day to day operations include Title VII, Civil Rights Act (1964); The Age Discrimination in Employment Act of (1967); Americans with Disabilities Act (ADA) and Rehabilitation Act (1973); Fair Labor Standards Act of 1958, as amended (Equal Pay Act (1963); The Family and Medical Leave Act (1993).

Title VII of the Civil Rights Act of 1964

The Air Force prohibits the denial of applicants based on race, color, sex, religion, or national origin as supported by Title VII of the Civil Rights Act of 1964. “The law applies to federal, state and local employers” (National Archives, 2010, npn).

Age Discrimination in Employment Act of 1967

The Air Force employs people of all ages and strictly prohibits discrimination based on age. “The Age Discrimination in Employment Act (ADEA) protects...