Equal Employment Opportunity and Safety Flashcards
Benefits of being legal and safe (see slide on this)
- making better hiring decisions
- ensure fairness
- help with reputation and brand (internal and external)
Noteworthy legislation (e.g., Equal Pay Act of 1963, Title VII of Civil Rights Act, etc.)
- Equal Pay Act: legislation that requires employers to pay men and women equal pay for equal work
- Title VII: forbids discrimination in all areas of the employment relationship
- Executive Order 11246: prohibits federal contractors and subcontractors from discriminating based on race, color, religion, sex, or national origin
- Age Discrimination Act: 1967 law that prohibits discrimination of employees 40 years and up
- Vocational Rehabilitation Act: enhance employment opportunity for individuals with disabilities
- Affirmative Action: an organization’s active effort to find opportunities to hire or promote people in a particular group
- Americans with Disabilities: a law passed in 1990 that requires employers and public facilities to make “reasonable accommodations” for people with disabilities and prohibits discrimination against these individuals in employment
- ## Worker Adjustment and Retaining Notification: if you are a certain size of an organization you have to give them 90 days notice before you lay them off
BFOQs (Bona Fide Occupational Qualification)
a necessary (not merely preferred) qualification for performing a job
EEO, EEOC, and OFCCP
- EEO Equal Employment Opportunity: The condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin
- EEOC Equal Opportunity Commission: agency of the Depart- ment of Justice charged with enforcing Title VII of the Civil Rights Act of 1964 and other anti-discrimination laws
- 4/5s: rule of thumb that provides (or shows) evidence of potential discrimination if an organization’s hiring rate for a minority group is less than four-fifths the hiring rate for the majority group
- Office of Federal Contract Compliance Program: part of the U.S. Department of Labor. OFCCP is responsible for ensuring that employers doing business with the federal government comply with the laws and regulations requiring nondiscrimination
Different types of lawsuits that can be brought (e.g., wrongful discharge, fraudulent recruitment, etc.)
- wrongful termination
- disparate treatment (intentional)
- disparate impact (adverse impact) –> stock statistics, flow statistics (4/5s)
- BFOQ works only against disparate impact
- fraudulent recruitment
- negligent hiring and referral
- trade secret litigation
Sexual harassment
submission is made explicitly/implicitly of employment
Occupational Safety and Health Act
U.S. law authorizing the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce
Occupational Safety and Health Administration (OSHA)
Labor Department agency responsible for inspecting employers, applying safety and health standards, and levying fines for violation
NIOSH
much knock off OSHA
“Right To Know”
state laws that require employers to provide employees with information about the health risks associated with exposure to substances considered hazardous.
Material Data Sheets, etc.
forms on which chemical manufacturers and importers identify
the hazards of their chemicals
