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Category: Business and Industry
Date Submitted: 10/17/2015 01:49 PM
• 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)
•...