HUMAN RESOURCES MANAGEMENT

Human Resources Management

Human Resources Management

Equal Employment Opportunity Commission and How it Works

The EEOC was established to enforce the 1964 Civil Rights Act's Title VII prohibitions against discrimination, including sex discrimination, in employment. Its capacity and commitment, however, have varied over time amid changing political contexts (Equal Employment Opportunity Commission, 2004).

The EEOC originally was authorized to investigate and resolve individual complaints of employment discrimination. In 1972 Congress authorized the EEOC to initiate lawsuits against employers and extended the jurisdiction of the EEOC to federal, state, county, and municipal workplaces, where disproportionate numbers of African American as well as white women worked.

Employment Discrimination

In order to identify and redress subtle forms of employment race based discrimination that arise in the new workplace, courts would have to impose minimal standards of due process on the arbitration process. Thus, for example, a court would have to ensure that the complainant had a right to counsel, to take discovery, subpoena witnesses, obtain documents, and cross-examine adverse witnesses. The arbitration procedure could not unduly shorten limitations periods, shift burdens of proof, or impose high costs on the party seeking to vindicate her race based discrimination claim. There would also have to be de novo judicial review for issues of law to ensure that arbitrators did not merely defer to the rule of the clique, but rather applied Title VII and other employment laws to the workplace. (Bennett-Alexander & Hartman, 2007)

Role of HR Management

The irony of the management of elimination of race based employment discrimination is that it only accentuates to significance of managing persons in general. Exclusion of race based employment discrimination assesses address matters long renowned to the business world, equality and justice. A likeness of elimination of race based employment discrimination in an administration tasks an likeness of equality. One of the most significant facets of management is to be equitable and firm. Fairness types believe which in turn encourages loyalty. When persons are treated equitably, they are persuaded with their workplace natural environment and thus present better.

The centre component of race based employment discrimination is the viewpoint of thought. Managing the exclusion of race based employment discrimination is really the management of the diverseness of considered inside the organization's workforce. Managing race based employment discrimination also entails conveying simultaneously this diverseness of considered and nurturing it to optimize its outputs. The most significant component of considered is the natural environment in which it functions. It is the key factor which sways a person's activities and presentation and this is where an organization's function is most important. How an administration fulfills this function will work out if workforce elimination of race based employment discrimination will become an asset or a liability and if it can supply a comparable benefit or pull an administration down.

Harassment and Employment Discrimination

Let's say that an employer is genuinely concerned about sexual harassment and wants to eradicate it and make the work environment comfortable and conducive to productive work everyone. So the employer talks in au employment attorney who ...