equal employment opportunities. main sources 1. reconstruction of civil rights act of 1866 2. title...
TRANSCRIPT
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Equal Employment Opportunities
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Main Sources
1. Reconstruction of Civil Rights Act of 1866
2. Title VII of the Civil Rights Act of 1964
• Prohibits discrimination• Led to creation of EEOC• For organizations of >15 employees• Affirmative Action?• Poorly defined discrimination
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Main Sources
3. Executive Order 11246
4. Revised Order #4: Federal contactors must…
• Conduct a utilization analysis• Establish goals• Devise a strategy for implementation of AAP5. Civil Rights Act of 1991
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Pre – 1964
-Reconstruction Civil Rights Act of 1866: “all persons” shall have the same right to “make and enforce contracts” as “white citizens”
-burden of proof on individual to prove disparate treatment
-no firm size limitations
1964 – 1988
-Civil Rights Act of 1964; Title VII
-Griggs vs. Duke Power 1971 landmark case proscribes practices fair in form but discriminating in operation (adverse impact)
-burden of proof on the employer to prove job relatedness
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1989-1990
-Wards Cove and other influential Supreme Court cases
-employee shows not only adverse impact, but also that the procedure was not job related
-employer need not show job relatedness
1991
-Civil Rights Act of 1991
-main purpose to overturn recent Supreme Court cases
-allows punitive damages
-burden of proof for job relatedness goes back to the employer
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2000
-Supreme Court 5-4 decision overturned NJ Supreme Court ruling against BSA anti-gay membership
-allowed BSA to maintain discriminatory policy
2003
-Grutter vs. Bollinger supports reverse discrimination
-Gratz vs. Bollinger, University of Michigan admittance program struck down
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Main Sources
Fundamental purpose to restore "the right of employees to challenge practices that disproportionately exclude women or minorities from America's workplaces" (E. Kennedy)
• Civil Rights Act of 1991 (cont’d)
Reverses parts of ’89-90 decisions
Prohibits racial harassment
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Main Sources
Expands use of CRA 1866 Shifts burden of proof back to employer Modifies burden of proof for plaintiff
• Civil Rights Act of 1991 (cont’d)
Consent decrees cannot be challenged Covers U.S. companies abroad Established “glass ceiling” committee Extends punitive damages
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Other Laws to Prevent Discrimination
1. ADEA 1967
2. Veterans Reemployment Act 1967
3. EEO Act 1972
4. Vocational Rehabilitation Act 1973
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Other Laws to Prevent Discrimination
5. Pregnancy Discrimination Act 1978
6. Immigration Reform and Control Act 1987
7. Americans with Disabilities Act 1990
8. Family and Medical Leave Act 1993
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Relevant Supreme Court Cases
• Ward’s Cove v. Antonio
1989 ruling – increased plaintiff’s burden of proof
1991 result – only exception to the rule
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Relevant Supreme Court Cases
• Patterson v. McClean
1989 ruling – 1866 Act restricted
1991 result – 1866 Act applies to other conditions
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Relevant Supreme Court Cases
• Price Waterhouse v. Hopkins
1989 ruling – employer’s burden eased
1991 result – eases plaintiff’s burden
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Relevant Supreme Court Cases
• Martin v. Wilkes
1989 ruling – consent decree can be challenged
1991 result – limited legality of challenging consent decrees
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Relevant Supreme Court Cases
Adarand Constructors v. Pena
1995 court “race-conscious programs can amount to unconstitutional reverse discrimination”
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Relevant Supreme Court Cases
Grutter v Bollinger (2003)
- appeared to support Bakke and reverse discrimination
Gratz v Bollinger (2003)
- colleges and universities cannot use point systems that blindly give extra credit to minority applicants
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Discrimination
Two ways courts define discrimination:
1. Disparate (adverse) treatment
2. Disparate impact
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Tests for Discrimination
1. 4/5ths or 80% ruleDisparate impact
Compare selection rates
2. Geographical (population) comparisons
Disparate impact
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Tests for Discrimination
3. McDonnell Douglas Test
Disparate treatment
AQUA: Applied; Qualified; Unaccepted; Accepted; Other
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Providing a Response
1. BFOQ
2. Business necessity, job relatedness, validation tests
3. Seniority or merit systems in use
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What should an HR Manager do?
According to a local labor-law attorney, "put the organization in a 'posture' such that: 1.) suit is not brought against the organization; 2.) if suit is brought, the organization can defend itself"
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What should an HR Manager do?
Ensure organizational values are accepted and adhered to
Conduct an audit
Inform employees of policies
Ensure that HR practices are unbiased
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What should an HR Manager do?
Be aware of applicable state and federal regulations
Conduct business in good faith
Consult the Uniform Guidelines on Employee Selection Procedures