-
Managing human
resource
Introduction
Nowadays, as the stress of the
competition become heavier and heavier, people who
go to an interview or work in a firm
pay more and more attention to the EEO. The EEO
is the law of the Civil Rights Act of
1964 was the first federal law designed to protect
most U.S. employees from employment
discrimination based upon that employee's (or
applicant's) race, color, religion,
sex, or national origin. The Title also
established the
U.S. Equal
Employment
Opportunity
Commission to
assist
in
the
protection
of
U.S.
employees
from discrimination.
EEO
legislation requires fair treatment for all
members
of
the
community
and
the
elimination
of
discrimination.
It
means
selecting
the
best
person
for the job in terms of their job-related skills.
EEO includes
following aspects:
RACE, COLOR,
RELIGION, SEX, NATIONAL ORIGIN
Title
VII
of
the
Civil
Rights
Act
of
1964,
as
amended,
protects
applicants
and
employees from
discrimination in hiring, promotion, discharge,
pay, fringe benefits, job
training,
classification, referral, and other aspects of
employment, on the basis of race,
color, religion, sex (including
pregnancy), or national origin. Religious
discrimination
includes failing to
reasonably accommodate an employee’s religious
practices where the
accommodation does
not impose undue hardship.
DISABILITY
Title
I
and
Title
V
of
the
Americans
with
Disabilities
Act
of
1990,
as
amended,
protect
qualified
individuals
from
discrimination
on
the
basis
of
disability
in
hiring,
promotion,
discharge, pay, fringe benefits, job training,
classification, referral, and other
aspects
of
employment.
Disability
discrimination
includes
not
making
reasonable
accommodation to
the known physical or mental limitations of an
otherwise qualified
individual with a
disability who is an applicant or employee,
barring undue hardship.
AGE
The
Age
Discrimination
in
Employment
Act
of
1967,
as
amended,
protects
applicants and
employees 40 years of age or older from
discrimination based on age in
hiring,
promotion,
discharge,
pay,
fringe
benefits,
job
training,
classification,
referral,
and other aspects
of employment.
SEX (WAGES)
In addition to sex discrimination
prohibited by Title VII of the Civil Rights Act,
as
amended, the Equal Pay Act of 1963,
as amended, prohibits sex discrimination in the
payment
of
wages
to
women
and
men
performing
substantially
equal
work,
in
jobs
that require equal skill, effort, and
responsibility, under similar working conditions,
in
the same establishment.
GENETICS
Title
II
of
the
Genetic
Information
Nondiscrimination
Act
of
2008
protects
applicants and employees from
discrimination based on genetic information in
hiring,
promotion, discharge, pay,
fringe benefits, job training, classification,
referral, and other
aspects
of
employment.
GINA
also
restricts
em
ployers’
acquisition
of
genetic
information
and
strictly
limits
disclosure
of
genetic
information.
Genetic
information
includes
information
about
genetic
tests
of
applicants,
employees,
or
their
family
members; the manifestation of diseases
or disorders in family members (family medical
history);
and
requests
for
or
receipt
of
genetic
services
by
applicants,
employees,
or
their family members.
Along
with those five protected classes, more recent
statutes have listed other traits
as
?
The Age
Discrimination
Act protected
those
aged
40
and
over,
but
does
not
protect
those under the age of 40.
?
The Americans
with Disabilities Act of 1990 protects individuals
who possess,
or
are
thought
to
possess,
a
wide
range
of
disabilities,
ranging
from paraplegia to Down
Syndrome to autism.
However,
it
does
not
force
an
employer
to
employ
a
worker
whose
disability
would
create
an
hardship
onto his
business (e.g. a paraplegic cannot work on a
construction site, and a blind
person
cannot be a chauffeur).
?
The Genetic
Information Nondiscrimination Act of 2008 forbids
discrimination
on the basis of family
history and genetic information.
?
The Vietnam
Era
Veterans
Readjustment
Assistance
Act
of
1974
forbids
discrimination on the grounds
of a worker's military history, including any
effects
that the battlefield might have
had on the worker's psyche.
?
Twelve
states,
over
one
hundred
local
governments,
and
the District
of
Columbia have
passed
statutes
that
forbid
discrimination
on
the
basis
of
sexual
orientation;
also,
the Employment
Non-
Discrimination
Act will
allegedly
make
sexuality a protected class, but this
bill has yet to pass Congress.
All
of
these
Federal
laws
prohibit
covered
entities
from
retaliating
against
a
person
who
files
a
charge
of
discrimination,
participates
in
a
discrimination
proceeding,
or otherwise opposes an unlawful employment
practice.
EEO
in China
Face of China's
labor market situation of supply exceeding demand
in general, more
and more problems
difficult employment, and employment
discrimination, it also will
increase.
Employing
various
restrictions
dazzling,
not
only
height,
age,
education
standards in
the assessment
of these inherent
been
coded, some new restrictions,
sex,
appearance,
origin,
or
even
the
name,
blood
type
may
be
reasons
for
the
refusal
of
workers
were
employed.
For
discrimination,
we
are
here
to
further
analysis
to
determine
the
underlying
discrimination in
employment, is two competing rights: the rights of
workers rights and
labor units.
Discrimination is to determine the respective
rights of the boundary of the
two
judgments
is
whether
these
two
rights
advocates
agree
with
the
judge. Generally
speaking,
the boundary of my rights is the rights of others.
However, people's rights are
often in
conflict. Cutting right to the conflict, I think
no more than two levels from this
to
consider: First, to see who has a legal basis for
the claim; if you have a legal basis
then
see
who
has
the
legal
basis
for
greater
effectiveness. The
second
is
to
see
who
made certain concessions
to the loss of smaller, or the right to support
who can make a
greater number of total
social welfare, that there is a measure of
interest issues. From
this point of
view, if a business, an industry, a city not
easily improve the level of labor
standards
will
bring
their
own
how
much
interest,
but
how
many
people
may
not
develop
immediately,
then
it
can
be
considered
discrimination .
Discrimination
and
fairness
is
the
concept
of
symmetry. Prejudice
to
the
fair
is
discrimination. There should be
opportunities for fair and equitable. Determine
whether
discrimination should be
regarded as opportunities, but not results. Have
the opportunity
to
discrimination
should
not
be
said. Now
the
conflict
lies
in
a
standard
employment
often suspended
more people the opportunity to cancel. Survival of
the fittest, and even
superior in the
more than excellent, is normal. They do not cancel
the opportunity. Equal
opportunities,
and
one
body,
gender,
intelligence
and
other
relatively
disadvantaged
people, usually in the competition at a
disadvantage; if he were eliminated by the other
advantages,
should
not
be
considered
discrimination. However,
the
value
of
equal
opportunity
is:
He
may
be
other
advantages
to
compensate
for
their
weaknesses,
and
thus
win.
We
are not against employment discrimination against
specific sectors to maintain
special
requirements. Such
as
the
requirements
of
the
employees
in
High-tech
enterprises
are
high-qualified,
some
trade
or
employment
for
women
enterprises. The
case of the above should be regarded as
a
the results: in these industries, the
degree of competition but the low degree high; men
and
women
compete
a;
not
compete
pretty
nice. Have
the
chance,
would
also
be
the
case.
Discrimination
in
employment
and
the
employee
is
not
merely
between. You
companies make
their own labor standards, I think it is a kind of
discrimination, I also
have
the
right
to
refuse,
go
somewhere
else. I
have
a
choice.
However,
if
the
government comes up with a standard,
this standard, all companies are not hiring me the