Saving Affirmative Action Laws
Affirmative action laws apply to many sections of societal interactions be it school admissions, business, or employee hiring, they attempt to balance the history of racial discrimination that marked the period before the laws came into being. Affirmative action requires that persons making decisions relating to employment, business and education take into account factors such as religion, sex, color, race and national origin. The major advantage of the laws is that they promote the opportunities available for minority groups in the society. The major proponent of the laws is that they compensate for persecution, discrimination and exploitation that was present in the past. Over the last few years, there has been debate on the benefits and harms brought about by affirmative action with several arguing that though it has met its intended benefits, the law also disadvantages minority groups since they may end up in institutions that will not serve them as well as less elite ones would. Therefore there is a need to examine the benefits and harms brought about by affirmative action in the quest to create new solutions that would benefit the whole population.
History of affirmative action
Affirmative action was introduced by President John F. Kennedy in 1961 as one of the methods of addressing discrimination that was quite rampant in spite of constitutional rights and civil rights laws. However, the idea was first developed and enforced by President Lyndon B. Johnson four years later. In Executive Order 11246, President Johnson prohibited employers from using race, religion, color and national origin as discriminative factors. He them amended the law two years later in 1967 to include sex. Everything seemed to be going well until the late 70s when reverse discrimination became rampant. Several whites were irked by rejection from institutions that they qualified to as a result of places being reserved for less qualified minorities.
In 1986, affirmative action was put to the test in Wygant v. Jackson Board of Education when the Board of Education laid off white...
Affirmative Action Plan It is a fact that there has been discrimination in employment, where minorities, women, veterans and the disabled are sidelined in favor of the rest of the population. This ought to be provided with equitable access to employment opportunities and this is exactly what affirmative action plan does. By statistical analyses of the demographics, affirmative action programs are able to do away with the negative effects of employment
Add to this confusion the growing prevalence of telecommuters and the issues of the FLSA become even more complicated. Of course some telecommuting positions fall into the exempt category, and therefore are not subject to overtime pay, however some do. Due to the freedom to engage in 'private pursuits', employers may monitor when a virtual employee logs onto his or her computer and may require that he or she get
Law Sexual Harassment Teddy's Supplies' CEO Dear Sir, In pursuing the facts of the case I think Teddy's is having a written sexual harassment policy and a method for employees to report sexual harassment -- either to the supervisor or in secret by using the www.ReportTeddysafely.com. As an employer some of the necessities stipulated by law have been followed. The Supreme Court defined two principles regarding the sexual harassment at the workplace.
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Living with disabilities certainly exposes life to a variety of challenges including the challenge of securing and keeping a job. But today fortunately for most people with disabilities, increased awareness and technological advancements have given a boost to their quality of life. Also societal and legislative changes have reduced the discriminations against disabled peopled especially at work by making it mandatory on employers to make reasonable accommodations for people with
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