chapter 3 learning objectives
DESCRIPTION
Chapter 3 Learning Objectives. Explain how the three branches of government regulate human resource management. Summarize the major federal laws requiring equal employment opportunity. Identify the federal agencies that enforce equal employment opportunity, and describe the role of each. - PowerPoint PPT PresentationTRANSCRIPT
![Page 1: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/1.jpg)
Chapter 3Learning Objectives
1. Explain how the three branches of government regulate human resource management.
2. Summarize the major federal laws requiring equal employment opportunity.
3. Identify the federal agencies that enforce equal employment opportunity, and describe the role of each.
![Page 2: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/2.jpg)
Chapter 3Learning Objectives (continued)
4. Describe ways employers can avoid illegal discrimination and provide reasonable accommodation.
5. Define sexual harassment and tell how employers can eliminate or minimize it.
6. Explain employer’s duties under the Occupational Safety and Health Act.
![Page 3: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/3.jpg)
Chapter 3Learning Objectives (continued)
7. Describe the role of the Occupational Safety and Health Administration (OSHA).
8. Discuss ways employers promote worker safety and health.
![Page 4: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/4.jpg)
Regulation of Human Resource Management
![Page 5: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/5.jpg)
Major Fair Employment Laws
• Equal Pay Act (1963)
• Civil Rights Act (1964)
• Age Discrimination in Employment Act (1967)
• Americans with Disabilities Act (1990)
• Civil Rights Act (1991)
![Page 6: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/6.jpg)
Government Regulation of EEO
![Page 7: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/7.jpg)
Age Discrimination Complaints, 1994 - 2009
![Page 8: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/8.jpg)
Genetic Information Nondiscrimination Act of 2008 (GINA)
• Employers may not use genetic information in making decision related to the terms, conditions, or privileges of employment
• Includes a person’s genetic tests, genetic test of the person’s family members, and family medial histories
• Forbids unintentional collection of this data• Forbids harassment of employee because of
genetic information
![Page 9: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/9.jpg)
Exemptions From Antidiscrimination Regulations
• Bona Fide Occupational Qualification (BFOQ)– Suitable defense against a discrimination
charge only where age, religion, sex, or national origin is an actual qualification for performing the job.
• Business Necessity– Work-related practice that is necessary to the
safe and efficient operation of an organization.
![Page 10: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/10.jpg)
Fair Employment Executive Orders and Enforcement Agencies
• Executive Order 11246 (1965)
• Executive Order 11478 (1969)
• EEOC
• OFCCP
![Page 11: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/11.jpg)
Types of Charges Filed with the EEOC
![Page 12: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/12.jpg)
Businesses’ Role in Providing for EEO: Avoiding Discrimination
Disparate Treatment
• Differing treatment of individuals based on the individuals’ race, color, religion, sex, national origin, age, or disability status.
Disparate Impact
• A condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities.
![Page 13: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/13.jpg)
Applying the Four-Fifths Rule
![Page 14: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/14.jpg)
Supreme Court Decisions on Fair Treatment
• Griggs v. Duke Power (1971) – Job related issues
• University of California Regents v. Bakke (1978) – Reverse Discrimination
• Meritor Savings Bank v. Vinson (1986) – redefining sexual harassment
![Page 15: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/15.jpg)
Sexual Harassment
• Definition
![Page 16: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/16.jpg)
Workplace Safety: Occupational Safety and Health Act (OSHA)• Authorizes the federal government to
establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce.
• Established the Occupational Safety and Health Administration (OSHA). Responsible for:– Inspecting employers– Applying safety and health standards– Levying fines for violation
![Page 17: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/17.jpg)
OSHA Jurisdiction• 10 Districts
(Eastern districts are smaller as compared to the Western districts)
• At least one field office in each state
![Page 18: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/18.jpg)
Enforcement of the OSHA
• OSHA is responsible for inspecting businesses, applying safety and health standards, and levying fines for violations.
• OSHA regulations prohibit notifying employers of inspections in advance.
![Page 19: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/19.jpg)
Workplace Safety: Occupational Safety and Health Act (OSHA)
General Duty Clause
• Each employer has a general duty to furnish each employee a place of employment free from recognized hazards that cause or are likely to cause death or serious physical harm.
Specific Duties
• Employers must keep records of work-related injuries and illnesses.
• Employers must post and annual summary of these records from February 1 to April 30 in the following year.
![Page 20: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/20.jpg)
Rates of Occupational Injuries and Illnesses
![Page 21: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/21.jpg)
Top 10 Causes of Workplace Injuries
![Page 22: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/22.jpg)
OSHA Inspections
• OSHA review of employer records• Walkaround/inspection tour• Employee interviews• OSHA recommendation or citations
![Page 23: Chapter 3 Learning Objectives](https://reader036.vdocuments.mx/reader036/viewer/2022062301/568151a6550346895dbfd430/html5/thumbnails/23.jpg)
CREATING A HEALTHY WORK ENVIRONMENT
Health ServicesFirst aidMedical diagnosis and treatmentPhysical exams
Employee Assistance Programs
Personal crisesEmotional problemsAlcoholism and drug abuse
Health-ImprovementPhysical fitness programsHealth bonusesWellness programsHelp employees manage stress