The major federal The major federal laws that require equal employment and protection aws that require equal employment and protection
Response 1:) Jayne
The major federal laws that require equal employment and protection are:
The Equal Pay Act of 1963 – The Equal Pay Act of 1963 (Noe et al., 2021, pp. 114-145) mandated that men and women receive equal pay for equal job duties.
Equal Employment Opportunity Act – (Noe et al., 2021, pp.114-145) ensured that all citizens were entitled to employment regardless of race color. Religion, sex, age, disability, or national origin. Recently, sexual identity was added.
Employment Act of 1967- Age Discrimination – (Noe et al. 2021, 114-145) discrimination in hiring practices for citizens 40 years and older.
Americans with Disabilities Act 1990 Civil Rights Act of 1991 – (Noe et al., 2021. 154-155) prohibits discrimination against people with disabilities. The Civil Rights Act of 1991 is the same as the Title VII Act.
Pregnancy Discrimination Act – (Noe et al., 2021, pp. 154-155) Discrimination against pregnancy, childbirth, or similar conditions.
Occupational Safety and Health Act (OSHA) – (Noe et al., 2021, pp. 154-155) Ensures safe working conditions and environment.
References:
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2021). Human Resource Management: Gaining a Competitive Advantage (12th ed.). McGraw-Hill Education. ISBN: 978-1- 260-26257-5
Response 2:) Sandi
The Equal Employment Opportunity Commission (EEOC) is a government commission that ensures “all individuals have equal [employment opportunities] regardless of race, color, religion, sex, age disability, or national origin” (Noe, 2021). Further, the EEOC is “an independent federal agency responsible for enforcing most of the equal employment opportunity (EEO) laws [including] Title VII, the Equal Pay Act, and the Americans with Disabilities Act” (Noe, 2021). The three primary responsibilities of the EEOC are: to investigate and resolve discrimination complaints, gather information, and issue guidelines.
The Americans with Disabilities Act (ADA) of 1990 offers protection against discrimination against people with disabilities (i.e., mental or physical disabilities). This law requires that the employers provide reasonable accommodations, including restructuring the jobs, modifying equipment or work schedule, providing readers, or making facilities accessible.
In 1963 an amendment in the Fair Labor Standards Act resulted in the Equal Pay Act. The law requires that employers pay individuals doing the same or equivalent work equally regardless of gender. The law defines equality in employees’ skills, effort, responsibilities, and work conditions.
A significant piece of legislation regulating equal employment opportunity is the Title VII of the Civil Rights Act of 1964. The legislation was a direct result 1960s civil rights movement, and it ensured candidates would be selected for employment opportunities based on character and ability rather than race.
References:
Noe, R. (2021). Human Resource Management (pp. 388, 402-403, and 729). McGraw-Hill Higher Education. Kindle Edition.
Response 3:) Kimberly
Romans 12:15-18 (NIV) states, “Rejoice with those who rejoice; mourn with those who mourn. Live in harmony with one another. Do not be proud, but be willing to associate with people of low position. Do not be conceited. Do not repay anyone evil for evil. Be careful to do what is right in the eyes of everyone. If it is possible, as far as it depends on you, live at peace with everyone.” This verse is explaining when it comes to the relation to HR is that this is how people should act and be with others no matter what position or title someone holds. We have to understand and know that we are all children of God and he sees us all the same and knows that we all have sinned but He has favor on us to do as we should in His Name. The verses above explain that we should look to everyone and respect everyone, regardless of who we are and where we are on the hierarchy of life and work-life. We are not to be and appear to look down on others and feel that we have achieved more than the next person. God wants us to use the skills and talents that he has given us to use in a manner that is pleasing to Him. HR positions have an essential role in showing that we are here for the employees and would not do anything to deter them from getting the respect and other regarded formalities that are due to them regardless of the position that they hold. We are all humans and deserve respect and to be appreciated.
The Holy Bible (NIV)
Response 4:) Eric
Some people are essentially impossible to get along with. However, I love Romans 12:18, which essentially says to do as much as you can to live at peace with everyone if at all possible. You cannot do their parts, but you must do your part to maintain peace with others. One can easily argue that establishing HR procedures that treat people with dignity and respect, helping them grow in their skills and abilities, and rewarding them in a way that provides protection is a spiritual indication of God\’s grace and love. Even if the supervisor is not a follower of Jesus and does not have this spiritual understanding, God\’s principles work through individuals through common grace. However, a follower of Jesus brings a unique perspective on the activities of HR functions, such as each person is created by God in his image, and God gifts each person with unique personality, interests, and strengths.
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