Develop a procedure and policy for handling internal complaints and compliance with discrimination



Develop a procedure and policy for handling internal complaints and compliance with discrimination

Introduction

ABC organization abides by city, state, and federal laws and regulations, together with the policies in relation to equal employment openings and confirmatory action. Federal laws that take account of the components of equal employment openings include Equal Pay Act of 1963, Civil Rights Act of 1964, Sections 501 and 505 of the Rehabilitation Act of 1973 and Title I and Title V of the Americans with Disabilities Act of 1990. We would look to apply the intricacies of these acts in accordance with the operations of ABC organization (Ropp, 2007).

Statement of the Problem

The different acts in the case of discrimination would be highlighted so as to shape the legal implications arising out of discriminatory practices. It is necessary to establish a link between these two as the degree of implementation in the case of acts would largely determine the efforts on the part of ABC organization to avoid the presence of discriminatory practices. It is necessary to minimize the aspect of discriminatory practices (Hunter, 1992).

Objectives

Throughout the course of the paper, our aim is to successfully analyze the implications associated with the massive rise in discriminatory practices. Since there are a huge number of consequences associated with discriminatory practices, we must address the discriminatory issues in their true context. We would look to explain the past instances in reference to discriminatory practices at ABC organization (House of Representatives Committee on Education and Labor, 2008).

Discussion

I. Discrimination Defined

Discrimination can take a number of forms. It may take place when an individual is disqualified or expelled from an employment opening or treated less positively as compare to other equally situated individuals due to national origin, color, race, disability, religious conviction, nationality status, gender, age, marital status, conviction record or prior arrest, carrier status or genetic predisposition or any other reasons forbidden by law. This kind of discrimination is deemed as a difference or disparity in treatment (Ropp, 2007).

II. Civil Rights Act

The United States, in 1964, passed one of its most powerful civil rights laws ever, known as the Civil Rights Act. This law prohibits discrimination due to an individual's race, color, national origin, sex or religion; it first and foremost safeguards the rights of minorities including African Americans (Ropp, 2007). Prominent features of the Civil Rights Act take account of the liberty to vote and to use restaurants, hotels, parks, theaters, and all public places. This act also promoted the reunion of public schools and sanctioned the removal of federal funding from programs involved in discrimination. Other significant features include the ban on job discrimination and the formation of the EEOC that is the Equal Employment Opportunities Commission (Hunter, 1992).

III. Equal Pay Act

In an attempt to stop discrimination based on gender in the wages of the labor, Congress passed the Equal Pay Act of 1963. This act set up the obligation that ...