HRM-Asha.

S
Topic-Equal employment
opportunities and role of hr
By team 4-
Harsh Kumar U
Chirag k
Roshan Mehta
Vaibhav Ranka
Khushi Nolakha
Equal Employment Opportunity (EEO)
• Equal employment opportunity (EEO) condition in which all
individuals have an equal chance for employment, regardless of their
race, color, religion, sex, age, disability, or national origin.
• Federal government’s efforts in this area include:
• Constitutional amendments
• Legislation
• Executive orders court decisions
 Regulation of HRM
LEGISLATIVE EXECUTIVE JUDICIAL
BRANCH BRANCH BRANCH

• Has enacted a number of laws • Responsible for enforcing the • Interprets the law.
governing HR activities. laws. • The Supreme Court is the court of
• Includes the regulatory agencies final appeal.
that the president oversees. • Its decisions are binding.
The Government’s Role in Providing For
EEO: (EEOC)
Responsible for enforcing most of EEO laws.
Investigates and resolves complaints about discrimination
Gathers information
• Issues guidelines
• ▪Monitors organizations’ hiring practices
• Complaints must be filed within 180 days of
• incident. EEOC has 60 days to investigate complaint.
EMPLOYEE RIGHTS AT THE
WORKPLACE
Right to be free from discrimination and
harassment of all types;
Right to a safe workplace free of dangerous
conditions, toxic substances, and other potential
safety hazards;
Right to be free from retaliation for filing a claim or
complaint against an employer (sometimes called
whistleblower rights);
• Right to fair wages for work performed.
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.
Bona Fide Occupational
Qualification (BFOQ)
A necessary (not merely
preferred) qualification for
performing a job.
• The Supreme Court has ruled
that BFOQ’s are limited to
policies directly related to a
worker’s ability to do the job.
Avoiding Discrimination
Reasonable Accommodation- employer’s
obligation to do something to enable an
otherwise qualified person to perform a job.
• Companies should recognize needs based on
individuals’ religion or disabilities.
• Employers may need to make such
accommodations as adjusting work schedules
or dress codes, making the workplace more
accessible, or restructuring jobs.
 Sexual Harassment
Sexual Harassment- unwelcome sexual advances, requests for sexual favors,
and other verbal or physical contact of a sexual nature when:
Submission to such conduct is made explicitly or implicitly aterm of
condition of an individual’s employment,
• Submission to or rejection of such conduct by an individual isused as the
basis for employment decisions affecting such individual, or Such conduct
has the purpose of effect of unreasonably interfering with an individual’s
work performance or creating an intimidating, hostile, or offensive working
environment.
Avoiding Discrimination
Organizations can prevent sexual harassment by:
Developing and communicating a policy that
defines and forbids it
Training employees to recognize and avoid this
behavior
• Providing a means for employees to complain
and be protected
Types of discrimination
Conclusion
By referring the above slides we can conclude that equal employment
opportunity is a part and parcel of success of HRM and business and is
also essential for overall growth of the business
Learning Outcomes
• Explain How the three branches of government regulate Human
resource management.
• Summarise the major laws requiring equal employment opportunity.
• Identify agencies that enforce equal Employment opportunity and
describe the role
References
www.Scrib.com
www.humanresourcemangaement.com
Google