HRT 350 Study Guide - Spring 2018, Comprehensive Midterm Notes - Health Insurance, Employment, Work Unit
12 Oct 2018
School
Department
Course
Professor
HRT 350
MIDTERM EXAM
STUDY GUIDE
Fall 2018
Chapter 1: Employment Laws and Applications
Discrimination
• Human resources management is the practice of legal discrimination
o Adheres to the guidelines, laws, and regulations of the Equal Employment
Opportunity Commission (EEOC)
Equal Employment Opportunity Commission
• Federal commission created by the Civil Rights Act of 1964 to establish and monitor
employment standards in the U.S.
• EEOC: enforcing federal laws that make it illegal to discriminate against a job applicant
or employee because of the person’s race, color, religion, sex, national origin, age,
disability, or genetic information
• 3 principal roles:
o Overseeing the administration of existing EEO laws/regulations, and referring
violation charges to the state or local EEO agencies
o Issuing guidelines for Title VII compliance
o Gathering information for analyzing patterns of compliance and discrimination in
the U.S.
Departments of Labor and Homeland Security
• Department of Labor
o Aims to foster, promote, and develop the welfare of U.S. wage earners, job
seekers, and retirees
o Improve working conditions
o Advance opportunities for profitable employment
o Assure work-related benefits and rights
• Department of Homeland Security
o Prevent terrorist attacks within the U.S.
o Reduce the vulnerability of the U.S. to terrorism
o Minimize the damage
o Assist in recovery
o Engages in discrimmination issues through programs like U.S. Border Control
and U.S. Immigration and Customs Enforcement
find more resources at oneclass.com
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EEO vs. Affirmative Action
• EEO refers to the laws and regulations that protect the rights of an identified group or
class
• Affirmative action represents an obligation employers have to hire members of
protected groups to overcome past discriminatory practices
• All employers are required to abide by EEO laws and regulations, only employers
holding federal and sometimes state contracts are required to have affirmative action
programs
• Reverse discrimination: discrimination against a member of a majority group in favor of
a minority solely on the basis of race, color, religion, sex, age, disability status, or
national origin
Evaluation of EEO Legislation
• The Equal Pay Act of 1963: passed as an amendment to the Fair Labor Standards
Act of 1938, starting point of the EEO movement
o requires that men and women working for the same organization be paid the
same rate of pay for work that is substantially the same
• Title VII of the Civil Rights Act of 1964: prohibits unfair employment
discrimination based on race, color, sex, religion, and national origin
o Applies to employers within 15 or more employees
o 2 theories of discrimination:
▪ Disparate treatment: when an employer treats one individual
differently because of the person’s race, sex, color, religion, national
origin, or other protected characteristic
▪ Disparate impact: when an employer doesn’t intend to discriminate
but does something that disadvantages more members of one group
than another
• Age Discrimination in Employment Act of 1967: prohibits employment
discrimination on the basis of age against people 40 years old or older
o All private employers within 20 or more employees and all unions with 25 or
more members must comply
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Discrimination: human resources management is the practice of legal discrimination, adheres to the guidelines, laws, and regulations of the equal employment. Evaluation of eeo legislation: the equal pay act of 1963: passed as an amendment to the fair labor standards. Contract : public policy theory: an employee might claim he/she was dismissed either for refusing to break the law or insisting on obeying the law. Human resources management: organizations want hr managers to help them: Introduction: cut operation costs, improve services to employees, address the strategic objectives of the organizations, accomplishment of organizational objectives through the management and development of human capital. Hrm process: 3 most important processes of management, effective communications, leadership skills, synthesis. Hr manager = manager"s manager: know about the business operation, show other managers how to manage, balance responsibilities to each of the stakeholder groups, different from operational, accounting and/or marketing managers, create value by engaging employees. Value-added manager: a manager who enhances productivity.
