BUSN 323 Lecture Notes - Lecture 15: Quid Pro Quo, Human Resource Management, Protected Group
Document Summary
Federal employment discrimination law: provide minimum level of protection for employees, states may give employees more rights, but not less rights, than they have under federal law (federal supremacy) Title vii of the civil rights act (1964, as amended by the civil rights act of 1991: protects employees against discrimination based on, race, color, religion, national origin, gender. Disparate treatment versus disparate impact discrimination: disparate treatment discrimination: In all aspects of human resource management (hiring, firing, promotions, etc. Pregnancy discrimination act of 1987: amend title vii of the civil rights act by expanding definition of sex discrimination to include discrimination based on pregnancy. Procedure for filing a claim under title vii of the civil rights act: charge filed with eeoc, eeoc conciliation attempts, eeoc right-to-sue letter. Age discrimination in employment act of 1967 (adea: prohibits employers from refusing to hire, discharging, or discriminating in terms and conditions of employment on basis of employee/applicant being age 40 or older.
