CHAPTER 6 IMPLEMENTING EQUAL EMPLOYMENT

Chapter 6 IMPLEMENTING EQUAL EMPLOYMENT Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 6-2 n Objectives   Discuss the two types of sexual harassment and how employers should respond to complaints   Give examples of two other sex-based discrimination issues   Discuss the major requirements of the Americans with Disabilities Act   Discuss other bases of EEO discrimination   Identify typical EEO record-keeping requirements and records used in the EEO investigative process   Discuss the contents of an affirmative action plan (AAP

Chapter 6 IMPLEMENTING EQUAL EMPLOYMENT Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 6-3 n n Discrimination Based on Race, National Origin, and Citizenship   Immigration Reform and Control Acts (IRCA)   High-technology and skilled worker visas   Employer documentation requirements   Conviction and arrest records

Chapter 6 IMPLEMENTING EQUAL EMPLOYMENT Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 6-4 n n Sexual Harassment and Gender Discrimination   Workplace relationships and romances   Types of sexual harassment   Quid pro quo   Hostile environment   Changing legal standards on sexual harassment   Definition   Tangible employment actions   Affirmative defense / reasonable care   Employer responses to complaints   Sexual harassment policy / complaint process   Communication of policy   Training managers, supervisors, and employees   Investigation / action   Pregnancy discrimination   Compensation issues and sex discrimination

Chapter 6 IMPLEMENTING EQUAL EMPLOYMENT Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 6-5 n n Sex Discrimination in Jobs and Careers   Nepotism   Job assignments and “nontraditional” jobs   The “glass ceiling”   “Glass walls” and “glass elevators” n n Age Discrimination   “Overqualified” older employees   Age discrimination in the workforce reduction   Older Workers Benefit Protection Act (OWBPA)

Chapter 6 IMPLEMENTING EQUAL EMPLOYMENT Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 6-6

Chapter 6 IMPLEMENTING EQUAL EMPLOYMENT Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 6-7 n n Discrimination Against Individuals with Disabilities   Americans with Disabilities Act   Who is disabled?   EEOC guidelines   Mental disabilities n n Employers’ Compliance   Essential job functions   Reasonable accommodation   Undue hardship

Chapter 6 IMPLEMENTING EQUAL EMPLOYMENT Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 6-8 n n Other Bases of Discrimination   Religious discrimination   Work schedules and reasonable accommodation   Expression of religious beliefs   Religious dress and appearance   Discrimination and Appearance   Height / weight restrictions   Hair / grooming   Sexual orientation / gay rights   Veterans’ Employment Rights   Seniority and discrimination

Chapter 6 IMPLEMENTING EQUAL EMPLOYMENT Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 6-9

Chapter 6 IMPLEMENTING EQUAL EMPLOYMENT Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 6-10 n n EEO Compliance   EEO policy statement   EEO records retention   Annual reporting form   Applicant flow data   EEOC compliance investigation process   Compliance investigative stages   Individual right to sue   Litigation   Employer responses to EEO complaints   Review claim; check employee’s personnel file   Take no retaliatory action   Conduct internal investigation   Cooperate with agency investigators   Determine whether to negotiate, settle, or oppose

Chapter 6 IMPLEMENTING EQUAL EMPLOYMENT Human Resource Management, 9E Mathis and Jackson © 2000 South-Western College Publishing 6-11 n n Affirmative Action Plans (AAPs)   Executive Orders 11246, 11375, and   Who must have an affirmative action plan?   Contents of an affirmative action plan   Internal background review   Analyses / comparisons   Action / reporting