This practical resource provides guidelines to ensure that managers make correct decisions about affirmative action, equal employment opportunity, age and sex discrimination, and sexual harassment.
Table of Contents
Part 1: Understanding the Problem and the Need Self-Check: Understanding Affirmative Action Equal Employment Opportunity (EEO) Legislation Summary of Federal EEO Laws and Orders Civil Rights Act of 1886 Title VII, Civil Rights Act of 1964 Executive Order 11246 Equal Pay Act of 1963 Age Discrimination in Employment Act of 1967 National Labor Relations Act Rehabilitation Act of 1973 Vietnam Era Veterans Act of 1974 Public Law 103-353, The Veteran’s Reemployment Rights (VRR) Law Freedom of Information and Privacy Act of 1974 Americans with Disabilities Act of 1990 (ADA) Civil Rights Act of 1991 (CRA) Family and Medical Leave Act of 1993 (FMLA) Illegal Employment Practices Elements of an Affirmative Action Plan Case Study 1: The Promotional Opportunity Sexual Harassment Case Study 2: Sexual Harassment
Part 2: The Employer’s Role Establishing the Ground Rules Communicating EEO Policy Acting Affirmatively Determining Underutilization Enforcing EEO Policy and Affirmative Action Plans
Part 3: The Role of Managers and Supervisors EEO Guidelines for Managers and Supervisors Your Attitude Toward EEO is Important Signs of Discrimination Determining Job Requirements Objectively Make Rational Decisions About People Minimize Discrimination in Evaluating Performance Case Study 3: The Discharge That Backfired Ten Unforgivable Mistakes Develop a Personal Action Plan
Part 4: Appendix Answers to Exercises Answers to Case Studies Glossary of Terms References Bibliography
Assessment
Objectives
To explain Equal Employment Opportunity Commission (EEOC) legislation
To point out EEOC responsibilities of management to employees
To clarify management hiring and layoff responsibilities
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