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3-1McGraw-Hill/Irwin Copyright 2011 by The McGraw-Hill Companies, Inc !ll "ights "eser#e$

fundamentals of

Human Resource Management 4theditionby R.A. Noe, J.R. Hollenbeck, B. Gerhart, and .M. !right

CHAPTER 3

Providing EqualEmployment Opportunity

and a Safe Workplace

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What Do I Need to Know

!" E#plain how the three $ranche% ofgovernment regulate human re%ourcemanagement"

&" Summari'e the ma(or federal law%requiring equal employmentopportunity"

)" Identify the federal agencie% thatenforce equal employment opportunity*and de%cri$e the role of each"

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3-3

What Do I Need to Know+continued,

-" De%cri$e way% employer% can avoidillegal di%crimination and providerea%ona$le accommodation"

." De/ne %e#ual hara%%ment and tellhow employer% can eliminate orminimi'e it"

0" E#plain employer1% dutie% under theOccupational Safety and 2ealth 3ct"

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What Do I Need to Know+continued,

4" De%cri$e the role of the OccupationalSafety and 2ealth 3dmini%tration+OS23,"

5" Di%cu%% way% employer% promoteworker %afety and health"

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6e%t 7our Knowledge

6hree $ranche% of 8"S" government playa role in the legal environment of 29:"

6he e#ecutive $ranch ;;;;;;;;;< the

legi%lative $ranch ;;;;;;;;< and the(udicial $ranch ;;;;;;;;;"3" make% law%< i%%ue% directive%< interpret%

law%

=" i%%ue% directive%< make% law%< interpret%law%

>" interpret% law%< make% law%< i%%ue%directive%

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3-6

9egulation of 2uman 9e%ource:anagement

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Equal EmploymentOpportunity +EEO,

Equalemploymentopportunity the

condition in whichall individual% havean equal chance foremployment*

regardle%% of theirrace* color* religion*%e#* age* di%a$ility*or national origin"

6he federalgovernment1%e?ort% in thi% area

include@ con%titutional

amendment%

legi%lation

e#ecutive order% court deci%ion%

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6a$le )"!@Summary of:a(or EEOAaw% and9egulation%

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EEO@ >on%titutional3mendment%

Thirteenth Amendment

3$oli%hed %lavery inthe 8nited State%"

2a% $een applied inca%e% wheredi%criminationinvolved the %ym$ol%

and Bincident%C of%lavery"

Fourteenth Amendment

or$id% the %tate% fromtaking life* li$erty* or

property without dueprocessof law"

Prevent% the %tate% fromdenying equal protectionof di%crimination"

3pplie% to the deci%ion%or action% of thegovernment or privategroup%"

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EEO@ Aegi%lation

Civil Rights Ats !1"## $1"%1&

6he >ivil 9ight% 3ct of!500 granted all per%on%

the %ame property right%a% white citi'en%"

6he >ivil 9ight% 3ct of!54! granted all citi'en%the right to %ue in

federal court if they feelthey have $een deprivedof %ome civil right"

Equal Pay At !1'#3&

:en and women in anorgani'ation doing the

%ame work mu%t $epaid equally"

Equali% de/ned interm% of %kill* e?ort*

re%pon%i$ility* andworking condition%"

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EEO@ Aegi%lation +continued,

Title ()) Civil Rights At!1'#*&

Prohi$it% employer%from di%criminating

$a%ed on@ 9ace

>olor

9eligion

Se#

National origin

3pplie% to organi'ation%that employ !. or moreper%on%"

Age +isrimination inEmployment At !A+EA&

Prohi$it% di%criminationagain%t worker% who

are over the age of -" 3ge di%crimination

complaint% make up alarge percentage of thecomplaint% /led withthe Equal EmploymentOpportunity>ommi%%ion +EEO>,"

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6e%t 7our Knowledge

Which of the following i% coveredunder 6itle FII of the >ivil 9ight% 3ctA. A group of Hispanic applicants claim that they were

discriminated against during the hiring process.

B. A gay man charges that he was discriminated against as

reflected in his performance evaluation.

C. A group of women claim they were denied training opportunities

that their male counterparts received

D. A group of older workers claim they were laid-off

disproportionately in comparison to younger workers.

E. Both A & C

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igure )"!@ 3ge Di%crimination>omplaint%* !GG- H &G

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(oational Reha,ilitation At!1'%3&

>overed organi'ation%mu%t engage in

armative action forindividual% withdi%a$ilitie%"

Employer% areencouraged to recruit

quali/ed individual%with di%a$ilitie% and tomake rea%ona$leaccommodation% tothem"

(ietnam Era (eteransRead.ustment At !1'%*&

9equire% federalcontractor% and

%u$contractor% to takearmative actiontoward employingveteran% of theFietnam War"

It cover% veteran% who%erved $etween3ugu%t .* !G0- and:ay 4* !G4."

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Pregnany +isriminationAt !1'%"&

Defines discrimination on the

asis of pregnancy! childirth!

or related form of medicalcondition to e a form of illegal

se" discrimination.

Benefits! including health

insurance! should coverpregnancy and related medical

conditions in the same way as

other medical conditions.

Amerians /ith +isa,ilitiesAt !A+A& o0 1''

Protect% individual% withdi%a$ilitie% from $eing

di%criminated again%t inthe workplace"

Prohi$it% di%crimination$a%ed on di%a$ility in allemployment practice%"

Employer% mu%t take%tep% to accommodateindividual% covered $ythe act"

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igure )"&@ Di%a$ilitie% 3%%ociatedwith >omplaint% iled under 3D3

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Civil Rights At !1''1&

3dd% compen%atoryand punitive damage%

in ca%e% ofdi%crimination under6itle FII and the 3D3"

6he amount of punitive

damage% i% limited $ythe act and depend%on the %i'e of theorgani'ation chargedwith di%crimination"

2ni0ormed erviesEmployment $

Reemployment Rights At

Employer% mu%treemploy worker% who

left (o$% to ful/llmilitary dutie% for upto /ve year%"

Should $e in the (o$

they would have heldif they had not left to%erve in the military"

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6a$le )"&@ :a#imum PunitiveDamage% 3llowed 8nder the >ivil

9ight% 3ct of !GG!

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Jenetic InformationNondi%crimination 3ct of &5

+JIN3, Employer% may not u%e geneticinformation in making deci%ion related tothe term%* condition%* or privilege% of

employment Include% a per%on1% genetic te%t%* genetic

te%t of the per%on1% family mem$er%* andfamily medial hi%torie%

or$id% unintentional collection of thi% data

or$id% hara%%ment of employee $ecau%eof genetic information

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E4eutive 5rder 116*#

Prohi$it% federalcontractor% and%u$contractor% fromdi%criminating $a%ed onrace* color* religion* %e#*or national origin"

Employer% who%e

contract% meetminimum %i'erequirement% mu%tengage in armativeaction"

E4eutive 5rder 11*%"

9equire% the federalgovernment to $a%e

all it% employmentdeci%ion% on merit and/tne%%"

3l%o cover%

organi'ation% doing atlea%t !* worth of$u%ine%% with thefederal government"

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6he Jovernment1% 9ole in Providing orEEO@Equal Employment Opportunity

Commission (EEOC) 9e%pon%i$le for enforcing mo%t of theEEO law%" Inve%tigate% and re%olve% complaint%

a$out di%crimination Jather% information I%%ue% guideline% :onitor% organi'ation%1 hiring practice%

>omplaint% mu%t $e /led within !5day% of the incident"

EEO> ha% 0 day% to inve%tigate thecomplaint"

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igure )")@6ype% of >harge% iled with the

EEO>

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6he Jovernment1% 9ole in Providing orEEO@ Ofce o Federal ContractCompliance Procedures (OFCCP)

9e%pon%i$le for enforcing thee#ecutive order% that covercompanie% doing $u%ine%% with the

federal government"

3udit% government contractor% toen%ure they are actively pur%uing the

goal% in their armative action plan%"

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=u%ine%%e%1 9ole in Providing forEEO@

Avoiding Discrimination+isparate Treatment Di?ering treatment of

individual% $a%ed on

the individual%1 race*color* religion* %e#*national origin* age* ordi%a$ility %tatu%"

7ona Fide 5upational8uali9ation !7F58&

3 nece%%ary +notmerely preferred,

quali/cation forperforming a (o$"

6he Supreme >ourtha% ruled that =OL1%

are limited to policie%directly related to aworker1% a$ility to dothe (o$"

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Avoiding Discrimination+continued,+isparate )mpat 3 condition in which

employment practice%

are %eemingly neutralyet di%proportionatelye#clude a protectedgroup fromemploymentopportunitie%"

Four-Fi0ths Rule

9ule of thum$ that/nd% evidence of

di%crimination if anorgani'ation1% hiringrate for a minoritygroup i% le%% than fourH/fth% the hiring ratefor the ma(ority group"

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igure )"-@ 3pplying the ourHifth% 9ule

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6e%t 7our Knowledge

True : A False : 7 During an interview it i% legal to a%k only

women if they have childHcare need%"

2iring only men to model male underweari% legal"

If a company unintentionally hire% adi%proportionate num$er of nonHminoritie%*

they can $e held lia$le for di%crimination" Organi'ation% can %creen candidate% u%ing

a te%t that relia$ly predict% onHtheH(o$performance"

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Avoiding Discrimination+continued, Reasona,le Aommodation; 3nemployer1% o$ligation to do %omething toena$le an otherwi%e quali/ed per%on to

perform a (o$" >ompanie% %hould recogni'e need% $a%ed

on individual%1 religion or di%a$ilitie%"

Employer% may need to make %uch

accommodation% a% ad(u%ting work%chedule% or dre%% code%* making theworkplace more acce%%i$le* orre%tructuring (o$%"

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igure )".@ E#ample% of9ea%ona$le 3ccommodation under

the 3D3

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9egina Jenwrighttalk% to a voiceHactivated copier at

the 3mericanoundation for the=lind" 6he copierha% a =raille

key$oard andwheelchairHacce%%i$le height"

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=u%ine%%e%1 9ole in Providing forEEO@Avoiding Discrimination+continued, e4ual Harassment; refer% to unwelcome

%e#ual advance%* reque%t% for %e#ual favor%*and other ver$al or phy%ical contact of a%e#ual nature when@

!"Su$mi%%ion to %uch conduct i% made e#plicitly orimplicitly a term of condition of an individual1%employment*

&"Su$mi%%ion to or re(ection of %uch conduct $y an

individual i% u%ed a% the $a%i% for employmentdeci%ion% a?ecting %uch individual* or

)"Such conduct ha% the purpo%e of e?ect ofunrea%ona$ly interfering with an individual1%work performance or creating an intimidating*

ho%tile* or o?en%ive working environment"

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=u%ine%%e%1 9ole in Providing forEEO@Avoiding Discrimination+continued, Organi'ation% can prevent sexual

arassment$y@

Developing a policy that de/ne% and

for$id% it6raining employee% to recogni'e and

avoid thi% $ehavior

Providing a mean% for employee% tocomplain and $e protected

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6e%t 7our Knowledge

3 male manager frequently engage% in %e#ualactivity with %elected female %u$ordinate%"Other women in thi% work environment whoare not involved with the manager complain

of %e#ual hara%%ment due to favoriti%m" Dothey have a ca%e3" No* $ecau%e they were not directly

di%criminated again%t"

=" No* $ecau%e the contact wa% con%en%ual">" 7e%* $ecau%e the manager i% making other% feel

uncomforta$le"

D" 7e%* $ecau%e any con%en%ual relation%hip in theworkplace among employee% i% prohi$ited"

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Workplace Safety@ Occupational!aety and "ealt Act (O!" Act)

3uthori'e% the federal government toe%ta$li%h and enforce occupational%afety and health %tandard% for all

place% of employment engaging ininter%tate commerce" E%ta$li%hed the Occupational Safety

and 2ealth 3dmini%tration +OS23,"

9e%pon%i$le for@ In%pecting employer% 3pplying %afety and health %tandard% Aevying /ne% for violation

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Workplace Safety@ Occupational!aety and "ealt Act (O!" Act)+continued,

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igure )"0 OS23 orm

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Employee 9ight% 8nder theOS2 3ct

Employee% have the right to@

!"9eque%t an in%pection"

&"2ave a repre%entative pre%ent at an

in%pection")"2ave dangerou% %u$%tance% identi/ed"

-"=e promptly informed a$out e#po%ure to

ha'ard% and $e given acce%% to accuraterecord% regarding e#po%ure"

."2ave employer violation% po%ted at thework %ite"

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Enforcement of the OS2 3ct

OS23 i% re%pon%i$lefor in%pecting$u%ine%%e%*applying %afety andhealth %tandard%*and levying /ne%for violation%"

OS23 regulation%prohi$it notifyingemployer% ofin%pection% inadvance"

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What1% the priority

Which of the following ha% I9S6priority for in%pection $y OS23ocial%

3" >ata%trophe% and fatal accident%

=" Employee complaint%

>" 2ighHha'ard indu%trie%

D" Imminent danger

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igure )"4@9ate% of Occupational In(urie% andIllne%%e%

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6op ! >au%e% of WorkplaceIn(urie%

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EmployerHSpon%ored Safety and 2ealthProgram%@ #dentiying andCommunicating $o% "a&ards

=o, Ha>ard AnalysisTehnique

Safety promotiontechnique that

involve% $reakingdown a (o$ into $a%icelement%* then ratingeach element for it%potential for harm or

in(ury"

Tehni o0 5perations Revie/!T5R&

:ethod of promoting%afety $y determining

which %peci/c elementof a (o$ led to a pa%taccident"

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EmployerHSpon%ored Safety and2ealth Program% +continued,

Rein0oring a0e Praties

Implementing a %afetyincentive program to

reward worker% fortheir %upport of andcommitment to %afetygoal%"

Start $y focu%ing onmonthly or quarterlygoal%"

Encourage %ugge%tion%for improving %afety"

Promoting a0ety)nternationally

>ultural di?erence%make thi% dicult"

Aaw%* enforcementpractice%* and politicalclimate% vary fromcountry to country"

>ompanie% mayoperate in countrie%where la$or %tandard%are far le%% %trict thanin the 8"S"

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Summary

2uman re%ource management i% regulated$y the three $ranche% of government@ ?egislative ,ranh develop% and enact% law%

E4eutive ,ranh and it% regulatory agencie%implement the law%

=udiial ,ranh hear% ca%e% related toemployment and interpret% the law

6he Equal Employment Opportunity

>ommi%%ion +EEO>, i% re%pon%i$le forenforcing mo%t of the EEO law%" Itinve%tigate% and re%olve% complaint%*gather% information* and i%%ue% guideline%"

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Summary +continued,

The ma.or 0ederalla/s requiringEE5;

>ivil 9ight% 3ct% of!500 and !54!

Equal Pay 3ct of!G0)

6itle FII of the >ivil9ight% 3ct of !G0-

3ge Di%crimination inEmployment 3ct

Focational9eha$ilitation 3ct of!G4)

Fietnam Era Feteran1%9ead(u%tment 3ct of!G4-

PregnancyDi%crimination 3ct of

!G45

3merican% withDi%a$ilitie% 3ct +!GG,

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Summary +continued,

>ivil 9ight% 3ct +!GG!,

8niformed Service%Employment and9eemployment 3ct+!GG-,

ConstitutionalAmendments;

6hirteenth3mendment

ourteenth3mendment

E4eutive5rders;

E#ecutive Order

!!&-0 E#ecutive Order

!!-45

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Summary +continued,

6he Oce of ederal >ontract >omplianceProcedure% +O>>P, i% re%pon%i$le forenforcing e#ecutive order% that call for

afrmative action$y companie% that do$u%ine%% with the federal government"

Employer% can avoid di%crimination $yavoiding disparate treatmentof (o$

applicant% and employee%* a% well a%policie% that re%ult in disparate impact"

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Summary +continued,

3rmative action may correct pa%tdi%crimination* $ut quotaH$a%ed activitie% canre%ult in charge% of rever%e di%crimination"

6o provide rea%ona$le accommodation*companie% %hould recogni'e need% $a%ed onindividual%1 religion or di%a$ilitie%"

Organi'ation% can prevent %e#ual hara%%ment

$y developing a policy that de/ne% and for$id%it* training employee% to recogni'e and avoidthi% $ehavior* and providing a mean% foremployee% to complain and $e protected"

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Summary +continued,

8nder the Occupational Safety and 2ealth3ct* employer% have a general duty to provideemployee% a place of employment free fromrecogni'ed %afety and health ha'ard%"

6he Occupational Safety and 2ealth3dmini%tration pu$li%he% regulation% andconduct% in%pection%"

=e%ide% complying with OS23 regulation%*employer% often e%ta$li%h %afety awarene%%program% de%igned to in%till an empha%i% on%afety"

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Summary +continued,

Employer% may identify and communicateha'ard% through the'o% a&ard analysistecniqueor the tecnic o operations

revie" Employer% may al%o e%ta$li%h incentive

program% to reward %afe $ehavior"

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