FEDERAL LAW AND EMPLOYMENT POLICIES

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FEDERAL LAW AND EMPLOYMENT POLICIES

• Yarvelle Draper-King
• UWGB Office of Human Resources
• November 15, 2006

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Presentation Topics

• Affirmative Action
• Equal Employment Opportunity
• Americans with Disabilities Act
• Sexual Harassment
• Diversity

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Affirmative Action Programs

• Executive Order 11246 (1967)
• - Prohibits discrimination on basis of race,
  color, religion or national origin in employment
• Executive Order 11375 (1967)
• - Expanded 11246 to include women, not enforced
  until 1973

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Affirmative Action Programs

• Vietnam- Era Vet Readjustment Act (1974)
• - Prohibits discrimination against Vietnam Era
  Vets
• Vocational Rehabilitation Act (1973)
• - Prohibits discrimination on the basis of
  physical or mental disability
• Age Discrimination Employment Act (1967)
• - Employers 25gt employees, employees age 40gt

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Affirmative Action Programs

• Civil Rights Act of 1991
• - Remedies for intentional discrimination and
  unlawful harassment in the workplace
• - Provides adequate protection to victims of
  discrimination

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Affirmative Action Programs

• Federal Contractors w/ gt 10,000 in govt.
  business in one year
• Requires Written Affirmative Action Plan for
  Federal Contractors gt 50 employees,
• for each of its establishments

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Affirmative Action Programs

• Purpose
• Provide Equal Opportunity-Not Quotas
• Recruitment, Employment Actions, Terminations
• Good Faith Effort
• Systems, policies and procedures

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Affirmative Action Statistics

• Women and Minorities
• EEO Job Group Categories
• Officials and managers
• Professionals
• Technicians
• Sales workers
• Office and clerical
• Craft workers (Skilled)
• Operatives (Semi-Skilled)
• Laborers (Unskilled)
• Service workers

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Affirmative Action Analysis

• Availability Analysis
• Women and Minorities available in recruitment
  area
• Compare availability against actual
• Underutilized
• Adverse Impact
• Set goals
• Corrective Actions
• Revisit

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Affirmative Action Penalties

• Office of Fed Contract Compliance Programs
  (OFCCP)
• Contracts cancelled, suspended or terminated
• Indefinite or fixed term
• Chance to Remedy

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Mangers Role in Affirmative Action

• Understand implications
• -Pay attention to your numbers
• Make hiring, promotional, compensations and
  termination decisions on objective criteria
• Ensure large and diverse pool of candidates
• Know your companys policies

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Title VII

• Employment opportunities based on abilities
  versus protected classification
• Race, color, religion, sex national origin
• Retaliation
• Effects all employment related activities
• Hiring
• Promotions
• Discipline
• Compensation
• Termination

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Types of Discrimination

• Disparate treatment
• Disparate impact
• Individual suits
• Class action suits
• Penalties
• -compensatory and punitive up to 300,000

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Managers Role

• Recruitment and Selection
• Performance Reviews
• Merit Increases
• Discipline
• Terminations

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Practical Advise

• Policies
• Standardize procedures
• Objective criteria
• Professional communication

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Sexual Harassment

• Title VII
• Definition of harasser
• Definition of victim
• Types of sexual harassment
• Quid pro quo
• Hostile working environment

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Practical Applications

• Dont touch
• Professional communications
• Objective standards
• Training
• Policy
• -Complaint procedures

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Americans with Disability Act

• Definition
• Physical of mental impairment that limits one or
  more life activities
• Record of that impairment
• Believed to have such impairment
• New theory of discrimination-
• Not just refrain from action
• Must affirmably accommodate QUALIFIED APPLICANTS.
• Reasonable accommodation

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Definition of Reasonable

• Facilities accessible
• Non-essential functions restructuring
• Undue hardship

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Practical Applications

• Policy
• Enter into discussion on reasonable
• Objective criteria

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Diversity

• Not regulatory- Company philosophy
• Strategic
• Market share
• Diversity of ideas (human capital)
• Employer of Choice (war for talent)
• Global economy

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Strategies-Training

• Attitudinal
• Most Common
• -Focus of difference
• Little of negative effect
• Behavioral
• Show data strategic competitive advantage
• Immerse in a culture
• Set clear rules for behavior
• More effective
• Expatriates
• US versus Europe and Japan
• Language
• Cultural and religious

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Diversity Management

• Most effective
• Top management commitment
• By example
• Make part of corporate culture
• Include in performance reviews
• Progress towards goals
• Behaviors of openness and inclusion
• Mentoring and coaching
• Break down old boys network
• Expand to include vendors and suppliers

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Questions

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