Reflective Paper

Over the last several decades, workplace issues have become an area of controversy for most employers. This is because the regulations surrounding what practices are considered to be discriminatory have increased dramatically. To enforce these issues, the Equal Opportunity Employment Commission (EEOC) is playing a central role in making employers follow these provisions of the law. A recent example of this occurred, with the case EEOC v. HCS Medical Staffing Inc.

3. In seeking to ensure conformance to EEO laws, what evidence of discrimination does the EEOC look for? In which areas of management is this most likely to occur?

Carroll, S. & Miller, S. (2006). Equal Employment Opportunity Commission issues new Compliance Manual section. Employm

Eric McFarland, Sr. EEO Consultant submitted a draft Position Statement with attachments to the EEOC and the Minneapolis Department of Civil Rights (MDCR) in response to an external charge of discrimination based on age. The employee claims he was discriminated against based on his age, when after his position was eliminated, he was not the successful candidate in at least one of the positions he applied for.

As a Human Resource Manager, the understanding of the Equal Employment Opportunity laws are initially overwhelming, due to the amount of information dedicated to the subject. However, it is vitally important to comprehend and apply these laws to any organization, in order to avoid claims or litigation. Companies need to educate management to “take reasonable care to prevent and promptly correct discrimination and establish anti-discrimination policies” (SHRM, 2014). The EEOC is not out to get employers, but was “established to administer and enforce the Civil Rights Act at work” (Dessler, 2015, p. 28). Successful compliance with EEOC law ultimately depends on authentic and dedicated belief in the capabilities and value of each individual and cultivates a diverse and sincerely non-discriminating workplace. In my view, the core of this and other civil rights law finds its origins in the biblical worldview, that all men are created equal in the sight of God and are bestowed with unique gifts and abilities. Our law points to the gift of God that we live in a nation dedicated on protecting what God has created.

Solution of cheating culture is honor codes and techniques for academic integrity which are important parts of the solution. It is the responsibility of students as well as faculty and administration to establish an environment where honest students do not feel that they are at risk or disadvantage. “Just as cheating can become normalized at a school, so too can academic integrity efforts move the pendulum in the other direction and create a climate where cheating is not cool” (Callahan, 2005). Academic integrity and

In business, the best assets of a company are the employees. The employees set the tone for the organization. An organization’s success stems from hiring the right people. Human Resource Management (HRM) plays a vital role in the selection of the employees. HRM rely on specific tools to draw top-qualified candidates for certain jobs. HRM may uses different applications for screening, interviews, tests, background checks and reference checks to endure the right employees are chosen.

While not a hard and fast law, the Equal Employment Opportunity Commission served up some strong guidance on hiring practices within the last year. Certain hiring practices have shown a disparate impact on certain minorities. As a result, the instances of negligent hiring lawsuits have exploded, with the employer frequently ending up on the losing side. Employers must review the EEOC guidance and adjust their hiring practices to fit within the boundaries of acceptable procedures.

Amy Kullik, Partner with Mansour Gavin LPA, specializes in Labor and Employment Law, and Management/ Supervisory Training.

“Your documentation will be worth its weight in gold if you fire the employee and he or she sues for some kind of discrimination” (The HR Specialist. 2009). Therefore, as an HR manager I will ensure

The litany of HR-related laws and frameworks that have been enacted and enforced over the years have all been well-intentioned. Examples include the Americans with Disabilities Act, the Equal Employment Opportunity Commission (EEOC) and the United States Department of Labor (DOL). There have been many examples of justice and good deeds that have been yielded from the existence and administration of such laws and frameworks. However, some bad things have happened as well and they need to be addressed and recognized.

Human Resource Management (HRM) is the terminology used to illustrate formal systems devised for the management of people within an organization. It is the method of managing an organization or company that is directly related to the employees of that particular organization. The success of a business often rely heavily on the performance of managing human resource. Maximizing the desires and benefits of an organization and helping a business grow by rewarding employees to help motivate and push them in their performance is one of the main aim of HRM. By doing this, it will have a positive impact on both the company and it’s entire organization.

A. As a Director of Classification and Organization Management (CCOM) the Department is to provide the highest level of quality classification and position management service to Social Security Administration. As a Director of CCOM, the duty is to provide the development of creative, results-driven approaches to recruitment and placement, strategic rewards, continuous learning, and employee and labor-management relations is an increasingly important function of the HR office.(OPM, GS-0200, 2000) In key to demonstrating leadership one has to also display a mastery of HRM legal and regulatory principles, concepts, practices, and techniques of either specialty, consultative skill, and seasoned judgment sufficient to provide authoritative advisory service and/or develop authoritative policy interpretations, plan, organize, and conduct research of complex legal problems that involve major areas of uncertainty in approach, methodology, or interpretation to identify appropriate courses of action.(OPM, GS-0200, 2000) As the Director I am acting as the perceiver, which consist of interpreting targets or objects, whom are my employees, as they display

According to Decenzo and Robbins (1994), “Human Resource Management is a process of procuring, developing and maintaining the performance level of the employees to achieve the organizational goals in an efficient and effective manner”. The HRM practices of recruiting and selecting employees, training them for their job, evaluating their

Human Resource Management is the process of acquiring, training, appraising and compensating employees, and of attending to their labor relations, health and safety and fairness concern. “Human Resource Management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural and personal techniques” Storey (1995)