Equal Employment Opportunity Law

The Equal opportunity act gives everyone an equal chance to get a job regardless of your gender, race, and country of origin. But it wasn't until 1972 that the Equal opportunity Act of 1972 was passed which gave to Equal Employment Opportunity Commission the ability to sue companies or employers in federal courts

The Equal Pay Act of 1963 was influential in creating a progressive environment which would contribute to creating a fairer world for all. The Act was instrumental in changing the thought process of Americans at the time, and is responsible for supporting equal pay in the workplace. Gender equality pay is an issue people have been fighting over for years, but when the Equal Pay Act of 1963 passed, it certainly aided in the fight for equality for all. (Salem Press Encyclopedia)

EEO states which is that EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person 's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. These laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

Strategies you would implement, if you were a senior manager of this company, to ensure future compliance and inclusion in the multicultural

The equal employment opportunity commission was formed on July 2, 1965. The United States EEOC is a federal agency that administers and enforces civil rights laws against works place discrimination. President John. F. Kennedy's Executive Order used equal opportunity for the first time in 1961 by instructing federal constructors to make sure that applicants are treated equally without regard to race, color, religion, sex, or national origin. When the equal employment opportunity was first created by the Civil Rights Act, it was only given limited power to punish the employers that did not adhere to this rule. That all changed in 1972 the congress gave the EEOC the authority to sue the employers. The way that employers are treated at work should

Another key law that an employer must follow is The Civil Rights Act of 1964. This act protects the right of the employees, and under this act the employers cannot discriminate against any individual on the basis of religion, sex, color, race and national origin. If a company does not follow the law then a fine of $1,000 or more is charged or the imprisonment of no less than one year can be imposed (Title VII of the Civil Rights Act of 1964, n.d).

President John F. Kennedy signed the Equal Pay Act (EPA) into law on June 10, 1963. “The act aimed towards stopping wage inequality through not only races but also genders within the United States.” The income difference between a male and a female was substantial. The Equal Pay Act was not the first act to attempt to be passed. In 1942, twenty years earlier Congresswoman Winifred C. Stanley introduced the Prohibiting Discrimination in Pay on Account of Sex Act. This act was not passed. The equal pay for equal work is an idea that people that do the same work, as others will be compensated in the same way. The act was established because women were receiving less pay than men were for the same exact job. After woman starting taking jobs that men were doing while they were men were fighting in wars, woman took their jobs but were being payed a substantial amount less then the men were.

These laws that protect our rights with employment are governed by the Equal Employment Opportunity Commission (EEOC). Their obligation is to enforce federal laws that make discrimination against a job

This is where the textbook gets more in depth of the equal employment opportunity, and programs and constitutional amendments that fight toward upholding this right. There are events such as the Civil Rights Acts and the Equal Pay Right, that are sent in place to ensure that individuals are not being given an advantage or disadvantage in the workplace due to characteristics such as race, sex, or religion among other things. The equal opportunity act is set in place so no one is taken advantage of in the workplace.

The Equal Pay Act passed in 1963 it is apart of the Fair Labor Standards Act and it states that both genders should be paid the same amount of income for the same work being done (History.com Staff 2017). In the Equal Pay Act it states that within the same establishment or enterprise if the work being done has the same skills, effort, and responsibility then whoever has that job must be paid equal to one

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin (2009).

The three most important laws that regulate discrimination in employment are The Civil Rights Act, Age Discrimination in Employment Act, and the American with Disabilities Act (Heneman, Judge, & Kammeyer, 2012). The Civil Rights Act was established in 1964 but was amended in 1991 and covers discrimination of race, color, and religion, sex or national origin, in addition the law prohibits segregation of any kind in regards to employment. This includes have pre employments screenings or test that negative impacts a particular group. The Age Discrimination Act prohibits discrimination against employee due to the their age; it is illegal to refused to hire, fire, or deny promotion because of their age as well as it is illegal to based compensation

Equal Pay The Equality Act 2010, which encompasses the Equal Act 1970, made it unlawful to pay men and women differently if they were employed in :

Equal Employment Opportunity (EEO) laws have helped shape the workforce today and they have greatly contributed to the introduction of diversity in the working environment. No longer are people rejected of employment based on their race, gender, age, or disability. The labor force has increased from 62 million people in 1950 to over 159 million people in the labor force today (Toolsi). The passing of the EEO laws proved to be a great advancement in the diversity of the workforce and treatment of employees, but it was a tremendous battle to get where we are today. Before the passing of these laws, unequal treatment was normal and discrimination was common among the majority of employers. This made acquiring employment difficult and caused many people to be unemployed. Three Equal Employment Opportunity laws that helped diminish these discriminatory practices were Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, and the American with Disabilities Act of 1990. For each law, I will describe what it enforces and explain the actions that happened in society and the workplace that made these laws necessary. I will discuss important political figures that contributed to the passing of these laws. Lastly, I will examine how each law has improved human resources and has led to better management of employees overall.

Many of us have heard of or have been made aware of the phrase Equal Employment Opportunity (EEO). But how many of us genuinely comprehend the criterion of EEO and why it subsists? Equal Employment Opportunity laws are designed to give all workers fair consideration on the basis of job performance rather than any irrelevant personal factors. These laws are in place in order to prevent bias, prejudice, bigotry, and inequity against anyone due to physical abilities, race, religion, gender, or age.