Human Resource Management Lecture 4 MGT 350 1

Last lecture What is HRP Supply measurement Demand Measurement FORECASTING HR REQUIREMENTS (DEMAND ANALYSIS) (Trying to predict future staffing needs) Sales Projections Vacancy Analysis (projected turnover) FORECASTING HR AVAILABILITY (SUPPLY ANALYSIS) (Predicting worker flows and availabilities) Succession or Replacement Charts Skills Inventories (use of HRIS) Markov Analysis (Transition Matrix) Personnel Ratios Regression Analysis Trend Analysis 2

Topic Equal Opportunity Employment

Introduction Government legislation affects all HRM functions Municipal laws impact HRM, as well as the Federal laws

What is equal employment opportunity? Laws and Policies designed to protect the discrimination among the applicants. – Colour – Gender – Religion – Member of a particular group Affirmative Action: The requirement that organizations take proactive steps to ensure the full participation of protected groups in its workforce.

Guarding Against Discrimination Practices Determining Potential Discriminatory Practices –The 4/5ths Rule –Restricted Policy –Geographical Comparisons –McDonnell-Douglas Test

Guarding Against Discrimination Practices The 4/5ths Rule –Compares selection ratio for minority applicants to that for majority applicants –If less than 4/5ths (80%), discrimination may have occurred. – Applies to all steps in a selection process.

Guarding Against Discrimination Practices Restricted Policy –infractions occur when HRM activities result in exclusion of a class of individuals E.g., laying off employees over age 40 while recruiting younger workers

Guarding Against Discrimination Practices Geographical Comparisons Characteristics of the qualified pool of potential applicants are compared to characteristics of employees

Guarding Against Discrimination Practices McDonnell-Douglas Test –Individual is member of a protected group. –Individual is qualified for job. –Individual is rejected. –Organization continues to seek other applicants with similar qualifications.

Responding to an EEO Charge Employers should discontinue practices which cannot be defended. Practice reinstated only after –Careful study –Practice is modified, if necessary Three defenses: –Business necessity –Bona Fide occupations qualifications –Seniority System

Responding to an EEO Charge Business Necessity –the right to expect employees to perform successfully –shown by demonstrating that selection criteria are job-related

Responding to an EEO Charge Bona Fide Occupational Qualifications –Can be use when job requirements are “Reasonably necessary to meet the normal operation of that business or enterprise” Prison guards Washroom attendants

Responding to an EEO Charge Seniority Systems –Decisions that adversely affect protected group members may be permissible if: –Based on well-established and consistently applied seniority systems –Promotion and pay plan.

Current Issues in Employment Law What is Sexual Harassment? –Unwanted activity of a sexual nature that affects an individual’s employment Sexual harassment can occur where: verbal or physical conduct toward an individual: –(1) creates an intimidating, offensive, or hostile environment –(2) unreasonably interferes with an individual’s work –(3) adversely affects employee’s employment opportunities.

Current Issues in Employment Law Are Women Reaching the Top of Organizations? –Comparable worth - determining fair pay for both female-oriented jobs and male-oriented jobs based on comparable skill, effort, and responsibility. –Glass ceiling - lack of women and minority representation at the top levels of organizations. – The invisible barrier that blocks females and minorities from ascending into upper levels of an organization.

Summary What is equal employment opportunity? Determining Potential Discriminatory Practices –The 4/5ths Rule –Restricted Policy –Geographical Comparisons –McDonnell-Douglas Test Three defenses: –Business necessity –Bona Fide occupations qualifications –Seniority System Comparable worth Glass ceiling