Allegations of discrimination can be justified based upon an argument of disparate impact and disparate treatment. Disparate treatment is the more familiar of the two concepts: it is when an employer treats a member of a protected category differently than other employees, such as prohibiting women from working in certain occupations outright. For a case of disparate treatment to be valid in a court of law, the employer must manifest a clear discriminatory intent (Payne 2009: 56). Disparate impact is when the policies of the employer have a disparate impact upon a historically-discriminated against group (Payne 2009: 57).
Disparate impact allegations do not have to prove intentional employer bias. For example, In the case of the 1971 U.S. Supreme Court case Griggs v. Duke Power Co., the Court found that the requirement that all applicants possess a high school diploma requirement resulted in discrimination against African-Americans. 34% of white males in the state had completed high school while only 12% of African-American males had high school diplomas. Given that the power company "did not demonstrate [a] link between high school diploma and job performance" this was found to be...
Each of these three components of human resource management has various strategies which enables an organization to accomplish it goals. For strategic job analysis, the most important human resource strategy is designing a job analysis program that helps in accomplishing the reasons and purpose for data collection. Designing such a program that achieves both of these goals is critical in strategic job analysis since different purposes necessitate the different information
Non-profits may make greater use of interns and volunteers for administrative work who wish to bolster their resume and also to 'do good.' Recruitment can begin internally; externally using the organization's website or more generic 'job boards,' or through specific industry publications. Most administrative positions require the candidate to submit a resume and cover letter for initial consideration. Other possible requirements include a statement of intent, writing samples, or tests
To be eligible for FMLA an employee must have a condition that makes him or her unable to perform their essential job function" (Vikesland, 2006). Previously-existing amendments to the Civil Rights Act prohibited discrimination against women based upon pregnancy and the Equal Pay Act (EPA) of 1963 mandated equal pay for women and men doing the same work (EEOC, 2011, Official Website). Protected groups can allege they have been the
, 2010). This point is also made by Yehuda, Flory, Pratchett, Buxbaum, Ising and Holsboer (2010), who report that early life stress can also increase the risk of developing PTSD and there may even be a genetic component involved that predisposes some people to developing PTSD. Studies of Vietnam combat veterans have shown that the type of exposure variables that were encountered (i.e., severe personal injury, perceived life threat, longer duration,
Human Resource Management "America's possibilities are limitless, for we possess all the qualities that this world without boundaries demands: youth and drive; diversity and openness; an endless capacity for risk and a gift for reinvention. My fellow Americans, we are made for this moment, and we will seize it -- so long as we seize it together…" (President Barack Obama, Inaugural Address, 1/21/2013). The job of a human relations manager in the 21st
Paul E. Pynes and Joan M. Lafferty assess the issue of labor relations and unions from a different stand -- that of the safety concerns. The two authors found out that most of the labor unions request some sort of membership fee and that the explanation forwarded by the unions to explain these fees is represented by the fact that they require financial resources to efficiently address the needs of
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