Federal equal employment opportunity laws

Examine four federal equal employment opportunity laws

The first federal equal employment opportunity law is the Equal Pay Act of 1963 EPA which legalizes the payments of different wages to men, and women if they perform similar work in the same workplace (United States Commission on Civil Rights, 1966). It also prohibits the retaliation of persons due to their complaints about discrimination among another issue at hand. Therefore EPA ensures that all the employees at Wal-Mart are paid equivalently for the same work done as per the job description (United States, 1962). The second law is the Age Discrimination in Employment Act (ADEA) that forbids age discrimination against people above age 40 or older (United States, 1980). However, under the law it is not illegal to discriminate against an employee over 40 years in favor of an older employee of say, 50 years.


Diversity is moving American society away from mass society Organizations reflect this in their more diverse workforce. More than ever people have to interact and communicate with others who come from diverse backgrounds. This in turn has meant that employees need new relational skills to succeed. An emerging stream of research in international management has called these new relational skills cultural intelligence. Diversity in organizations will continue to increase. The result will be income inequities and economic opportunity leading to increased immigration and migration within and between nations. More temporary workers will be used for specific tasks, and there will be a greater demand for highly skilled workers.

When HR planning, the company should tie in all of its HR processes to the company's goal and objectives. If HR planning does not exist to further specific objectives of the country, it is not fulfilling its purpose. This can lead to very wide parameters in HR planning, which can include most activities involving connections between employees and the structure of the business itself.


Exhibit 1
HR Trend Analysis for a Manufacturing Firm
2007 2008 2009 2010 2011
Projected sales
10,200 8,700 7,800 9,500 10,000
Number of employees 240 200 165 215 ?

Are many types of analysis HR planning can use, including the following?

• Workforce analysis judges the future trends of specific jobs in the company and how they will change, such as technological trends, expected surpluses or layoffs, and needed skill sets.

• Internal scans are used to identify key movements and patterns within the organization which may affect HR operations.

• External scans look at outside factors which affect employment, such as economic conditions and the need for certain skills.

• Gap analysis is used to plot where the HR policies currently are, where they will need to be to meet future goals, and how a company can move ahead in its human resources strategy.

• Priority setting allows HR managers to set HR priorities and form strategies for reaching them, based on information previously gathered through other scans.

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