MHR 411 Lecture Notes - Lecture 2: Genetic Information Nondiscrimination Act, Rehabilitation Act Of 1973, Individual And Group Rights

• School: Cal Poly Pomona
• Department: Management and Human Resources
• Course: MHR 411
• Professor: rubendelgado

Document Summary

Equal employment opportunity and affirmative action (eeo/aa) laws and regulations have become paramount in the eyes of many who are concerned with staffing organizations. Fro(cid:373) a legal perspe(cid:272)ti(cid:448)e, the ter(cid:373) (cid:862)staffi(cid:374)g(cid:863) refers to for(cid:373)atio(cid:374) of the e(cid:373)plo(cid:455)(cid:373)e(cid:374)t relationship. That relationship involves several types of arrangements between the organization and those who provide work for it: arrangements include: employer-employee, independent contractor, temporary employee, and unpaid interns and trainees. Most prevalent form of the employment relationship is that of employer-employee. Is the result of the orga(cid:374)izatio(cid:374)"s usual staffi(cid:374)g a(cid:272)ti(cid:448)ities a culmination of the person/job matching process. Formal agreement represents an employment contract, the terms and conditions of which represent the promises and expectations of the parties. From a legal perspective, an employer is an entity that employs others to do its work or work in its (cid:271)ehalf. Whe(cid:374) these (cid:862)others(cid:863) are e(cid:373)plo(cid:455)ees, the e(cid:373)plo(cid:455)er has the right to spe(cid:272)if(cid:455) (cid:271)oth the work output (results) expected and the work methods to be followed.