WK 2 Discussion

Explain possible remedies for employment discrimination. Provide 3 recommendations for success that might help guide the managers and employees and improve hiring practices.

Can employers lawfully consider race or gender when making hiring or promotion decisions? If so, may it only be used to remedy identified past discrimination?

What are the key provisions of employment law that employers need to be aware of, and how can they ensure compliance with these laws?

When looking at a potential employee to hire, describe key points to keep in mind about someone’s class characteristics, and then list the protected classes under federal employment statutes

Discuss some of the protected characteristics covered by equal employment opportunity laws and why they are important in today’s employment setting.

How does employment discrimination law protect individuals from unfair treatment in the workplace?

Discuss a situation that would specifically and legally call for hiring a certain culture, race, age, or sex for employment and why?

How does employment law address issues related to employee benefits, compensation, and workplace discrimination?

employment discrimination can still be found in all industries across the country. The Civil Rights Act of 1964 defined protected classes of people aiming to reduce discrimination by holding employer’s responsible. Under Title VII of the Act, an individual’s race, color, religion, sex, or national origin is considered a protected class. Age and pregnancy have also been federally recognized protected classes by subsequent legislation. Discuss if you believe these protected classes go far enough to prevent discrimination in the workplace. Would you add any additional classes of people, if so who and why? Lastly, have you ever experienced any form of discrimination in your employment? If so, how did you resolve the situation?

If there was a case where an employee was told that her chances of promotion would increase if she "walk more femininely, talk more femininely, dress more femininely, wear make-up, have her hair styled, and wear jewelry." Would this qualify as discrimination based on sex under Title VII?

Assume you are an HR business partner and leader in a full-size HR department for your organization. Based on what you have learned about business employment law, what three or four concepts, tools, methods, or practices would you recommend as important best-practice approaches to help organizations implement better policies to safeguard against employment law violations? Be sure to explain why you made these particular choices.

Your manager would like you help in developing a training program. As such, he has requested you to evaluate the applicable laws and add a section to the employee handbook. Draft a section for the employee handbook  Sex discrimination

How do employment discrimination laws protect workers?

3 examples of protected classes of employment discrimination

How can the Americans with Disabilities Act support educators with the threat of termination due to an unknown disability?

What is the Age Discrimination in Employment Act of 1967 (ADEA) and The Equal Pay Act of 1963 (EPA)?

Conduct racial haraasment training for the employees as a HR manager..

How do I respond to this in 100 words? An employer needs to document the reasoning behind any employment decisions to protect itself from any type of legal repercussions and ensure it is following labor laws. Labor laws are a guide for defining the legal rights and responsibilities of all parties in the labor process (Holley et al.,2017). For example, the Civil Rights Act of 1964 banned discrimination based on gender, race, color, religion, sex, and national origin (Clarkin, 2022). If an employer fails to properly document the termination of an employee due to poor performance, the employee may feel the firm has discriminated against them based on any of the previously stated reasons. This could cause the employer to face legal repercussions and have no way to support the reasoning without proper documentation. Documentation is also important to support salary decisions,'' raise decisions, and outline the company's responsibilities. Salary documentation can support why an employee…

Federal laws dating back to the 1960s protect employees and job applicants from discrimination based on a variety of characteristics, including race and sex. Evidenced by the thousands of claims filed each year with the U.S. Equal Employment Opportunity Commission (EEOC), the existence of these laws has not eliminated discrimination in the workplace. Despite laws prohibiting discrimination, why does it still exist? Are the laws prohibiting discrimination and the consequences for violating them appropriate for the current era? What can be done to eliminate workplace discrimination?

Your manager would like you help in developing a training program. As such, he has requested you to evaluate the applicable laws and add a section to the employee handbook. Draft a section for the employee handbook  Gender discrimination

what is the difference between an exempt employee and non-exempt employee?

What are the key legal issues that arise in the hiring and management of employees, including issues related to discrimination, harassment, and employee benefits?

Please briefly define the Fair Labor Standards Act (FLSA) and discuss the following: Which employees are subject to the FLSA? What is difference between an exempt / non-exempt employee? Please provide examples of each. When does an employee qualify for FLSA overtime and minimum wage requirements? What is the Equal Pay Act and when does it allow for pay differences based on gender?

Affirmative-action plans encompass all areas of human resources management, including recruiting, hiring, training, promotion, and pay.True or False

Critically assess whether employment law maintains a fair balance between the rights of workers and employers in the UK. write up to 500 words.

What are the rights and responsibilities of employers and employees regarding discrimination, harassment, and workplace accommodations?

Describe the elements of the labor relations process and the relevance of each to effective labor-management relations. The text outlines three basic assumptions underlying the labor relations process in the United States.  To what extent do you agree or disagree with these assumptions?  Does your response differ depending on whether you think about the question from the perspective of an employer or an employee? Read “Discharge for Whistleblower Activity” on pages 38-39 and answer the following question: Should the federal appeals court deny Broom and Miller’s appeal and enforce the decision of the state district court upholding the discharge of the two whistleblowers?  Explain your reasoning. Final chapter related question: Discuss some employer tactics used to prevent or minimize union membership growth prior to the passage of the National Labor Relations (Wagner) Act in 1935.  Which, if any, of these tactics would be lawful today?  What anti-union tactics are used today?

Identify and discuss the three laws governing public agency compensation policy and practices, including benefits to which employees are legally entitled. What reforms in existing laws do you think are needed and why? What additional issues do you see with respect to public compensation for which you believe laws are needed?

Give some of the differences between legally required benefits an employer must give to employees and the discretionary benefits they may elect to provide.

Describe an employment relations situation or event that you have encountered. It should be something from your personal experience, or something you have seen in the news. Reflects on real employment relations events and experiences