The Code Of Ethics For Hiring Practices Or Procedures Based On Race, Religion, Marital Status, And

A code of ethics is a set of guidelines that are designed to set out acceptable behaviors for different profession it is also necessary in order to maintain instruction and guidance for professionals working in collaboration with other professionals. The codes of ethics for counselors, psychologists, social workers, and human service professionals are different in comparison to each particular profession. They are similar because they all encompass the same values such as being honesty, accountability, fairness, respect and avoiding conflicts of interest.

Displays some competency, but lacking in some areas; would likely have difficulty with the position.

disabilities and respond to government regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Additionally, the policy will not discriminate against qualified individuals with disabilities concerning application procedures, hiring, advancement, discharge, compensation (or benefits), training or other terms, conditions and privileges of employment.

According to The U.S. Equal Employment Opportunity Commission (n.d.), “The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals 40 years of age or older from employment discrimination based on their age and it applies to both job applicants and employees. With regards to condition, any term or privilege of employment, it is against the law under the ADEA to discriminate against a person because of his/her age which includes layoff promotion, compensation, hiring, firing, training, job assignments and benefits. It is also unlawful for an employer to discriminate against anyone for opposing employment practices that discriminate based on age or for filing as age discrimination charge, testifying or participating in an in an investigation proceeding or litigation under the ADEA” (para.1).

As long as it is not sexual, racial or discrimination because of any disabilities which has no connection with the performance of the job, the organization can differentiate between different groups through job qualifications, skill sets education levels, interviews, , and many other conditions required by certain jobs.

The data protection act- the data protection act is legislation put in place to keep personal data confidential. It can promote anti-discriminatory practice as it can stop people finding out information about individuals that the individual wants to stay private. E.g. phone numbers and addresses. These would need to stay private so people don’t find out where you live or what is wrong with you.

The Americans with Disabilities Act (ADA) “prohibits discriminating against an individual in the selection process” (Moran, 2014, p. 32) due to a potential disability. A disability can be defined as a mental or physical condition that can result in some sort of handicap. As a result, the employer may be required to accommodate the people who are considered as disabled, to help them perform his or her job duties.

Companies that discriminate on basis of a host of job-irrelevant issues, comprising race, sexual orientation, gender, disability, age and ethnicity put themselves at a competitive disadvantage as opposed to companies that appraise employees solely on their credentials and qualifications to work well. Given the high rates of discrimination encountering the workforce today, discrimination based on racial discrimination and sexual orientation represents an actual hazard to the profitability of companies (Oeo.tufts.edu, 2015). This essay discusses the non-discrimination policy of the Home depot company.

Employment discrimination is any form of unfair treatment at the workplace practiced by the employer against a section of employees on the basis of their gender identity, sexual orientation, age, mental or physical disability, national origin, religion, gender, or race. Employment discrimination is unlawful according to the employment laws as underlined in the 1964, Civil Rights Act, Title VII (Clarkson, Miller & Cross,). In terms of salaries and payment of workers, it is unlawful to segregate employees or classify in compensation and other employment aspects.

According to Gary Dessler, “employers with 15 or more workers are prohibited from discriminating against qualified individuals with disabilities with regard to applications, hiring, discharge, compensation, advancement, training, or other terms, conditions, or privileges of employment. It also says that employers must make ‘reasonable accommodations’ for physical or mental limitations unless doing so imposes an ‘undue hardship’ on the business.” It not only prohibits discrimination in employment but also outlaws most physical barriers in public accommodations, transportation, telecommunications, and government services.

For job advertisements, the EEOC has said it is illegal to publish an advertisement for a job that shows a preference for or discourages someone from applying for a job because of race, religion, excreta. When recruiting it is illegal to recruit new employees in a way that discriminates against them. It is illegal for an employer to discriminate against an employee when it comes to wages and benefits. When it comes to employees with disabilities, the employer must make reasonable accommodations for the employee, unless it causes excessive expense or burden on the business. It is always illegal to harass employees based on religion, sex, color, race, and etcetera. When it comes to an employment application, employers are not allowed to ask questions regarding, race, height and weight, financial information, religious affiliation, marital status, and any medical questions, unless it would interfere with properly doing the

c. In businesses, the employers need to hire the best employees for the job. These employees are found through their credentials and skills, or at least they should be. If companies choose people based on color, race, sex, national origin, etc.; the company is violating the Equal Employment Opportunity Commission and Title VII of the Civil Rights Act. Both these prohibit the discrimination of color, race, sex, national origin, etc. If the company can demonstrate that they chose their people based on skill, then that is fine. However, if they did discriminate based

The mediator are presenting during process, thru the agreement between the parties. Legally binding in most judicial systems.

to watch over this person for a while. What should be happening is what ever

A company must administer Equal Employment Opportunities (EEO) to those who apply, which means in no way should an employer base a candidates skill on their ethnic background, religion, sex, national origin, disability, or age. During the recruitment process, affirmative action policies make it a requirement that employers show initiative in hiring a diverse pool of applicants to fill positions available. We have a diverse pool of applicants that come and apply with my company. Most of the applicants will get hired regardless of their race, nationality or age, the best factor that prohibits one from getting hired on is language barrier.