There have been times where applicants and employees have been dishonest about their disability which they need to be held accountable for. The Equal Pay Act was created in 1963 to ensure that no matter whether a employee is a male or female, that both would be paid the same for the same work. When the Act was created woman were making fifty-nine cents on the dollar compared to man (U.S. Department of Labor, n.d., p. xx). Now woman are making eighty-one cents on the dollar compared to man according to the Department of Labor (U.S. Department of Labor, n.d.). Unfortunately we still have an issue with equal pay between males and females. My opinion on this matter, is that society still sees men as the breadwinners of the family and require higher pay. If we want to make our nation a more socially equitable country we have to enforce the Equal Pay Act in our workforce. The Human Resource Management functions that deal with the Equal Pay Act are the hiring and development stages. In the hiring stage, managers need to pay the same salary to any ideal candidate whether male or female, who is able to do the job most efficiently. In the development stages such as promotions, managers have to make it fair for all male and female employees to receive the same amount in raises depending on their work ethics. My belief on Equal Pay Act is that any male or female who is capable of doing the work should get the equal amount. The Civil Rights Act of 1964: Title VII is the act that bans employment discrimination practices due to a person's race, religion, skin color and sex (Title VII of the Civil Rights Act of 1964). This applies to employers with 15 or more employees as well public and private colleges. Section 2000 E-2 and Section 2000 E-... ... middle of paper ... ...ls/cghrds%20manual%20.pdf The United States Office of Personnel Management (n.d.). Strategic Planning Human Resources Management. Retrieved February 3, 2014, from https://www.hsdl.org/?view&did=442392 Thomson Reuters (2014). FindLaw: Cases and Codes. Retrieved March 3, 2014, from http://caselaw.lp.findlaw.com/ U.S. Department of Labor (n.d.). Equal Pay - U.S. Department of Labor. Retrieved March 20, 2014, from http://www.dol.gov/equalpay/ U.S. Merit Systems Protection Board (n.d.). MSPB | Merit Systems Principles. Retrieved April 24, 2014, from http://www.mspb.gov/meritsystemsprinciples.htm Zheng, K. (2014). What Are the Ethical Issues in Human Resource Management in Multinational Corporations? | Chron.com. Retrieved March 10, 2014, from http://smallbusiness.chron.com/ethical-issues-human-resource-management- multinational-corporations-55821.html
Years before this case existed, lawmakers put into law Title VII of the Civil Rights Act of 1964. Under that law, it prohibited actions regarding discrimination based on race, color, religion, sex, or national origin in employment matters. This act also created the EEOC, Equal Employment Opportunities Commission to enforce Title VII.
Title VII of the Civil Rights Act of 1964 prohibits most of the discrimination and harassment in the workplaces. The provision of the Title VII covers all the state, local government, private employees as well as educational institutions that have at least 15 employees or more. The Act prohibits any discrimination that may be meted against the individuals on the basis of the origin, religion, sex, color, race, and national origin (http://topics.hrhero.com/title-vii-of-the-civil-rights-act-of-1964/).
"Title VII of the Civil Rights Act of 1964." ():-. Retrieved from http://www.eeoc.gov/laws/statutes/titlevii.cfm on Mar 17, 2014
Title VII of the Civil Rights Act of 1964 has grown over the past few decades to ensure that employees, as well as employers, are protected against all employment discrimination. It is extremely important that both employers and employees know and understand what the law means and how to handle such acts of discrimination. As more amendments are passed into law, employers need to have clear and concise policies to help fight against discrimination.
US Equal Opportunity Employment Commission. (2012). Title VII of the Civil Rights Act of 1964 Retrieved from http://www.eeoc.gov/eeoc/statistics/enforcement/religion.cfm
Equal pay is a family issue. Women are a huge part of the United States labor force and they are working in positions in fields that are largely dominated by men. When a woman is not paid fairly they do not suffer alone their entire family suffers. To make sure there is a change people most start voting for more wage equality legislation and for the younger population that cannot vote yet they can help the change by speaking out against the wage gap since they are the generation of technology.
In my experience I have not dealt with The Equal Pay Act nor, was I educated enough to be aware of the detail that this act is consisted of. I was working for a well know profitable bank which I will not name or maybe I should. The situation was, as a top employee, I had more responsibilities than the other employees. The business consisted of both female and male, the ratio was one out of eight were males, therefore the women were dominating in employees and in management. The majority of employees were handling regular customer service calls. I myself dealt with Small Business, Home Equity, Consumer Loans, and the Spanish service calls. I received the same pay as the other employees and was not able to advance into management with the recognition of the extra duties that I was performing.
Under the Equal Pay Act of 1863, the gender wage gap supposedly no longer exists, but the facts are that “as of 2012 women in the U.S. earn 77 cents to a man's dollar” (ProQuest Staff). Men try to justify this unjust statistic by saying that “wage gap isn't necessarily the result of discrimination” (ProQuest Staff). Although, there is no logical reasoning behind it. When women are actually given the same jobs as men they may be paid the same but typically, they are not able to reach the higher positions in the company that men do. Even with their 77 cents to a man’s dollar, “women still tend to bear a larger responsibility for child care and other household matters within families” (Mazorelle). Women are not given the opportunity to earn as much as men and then they still have to take on a majority of the responsib...
Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin,
Title VII strictly forbids any form of discrimination to take place in the workplace, including, but not limited to, promotions, firing, pay, use of company facilities, as well as other conditions of employment. (FindLaw) Title VII covers almost every aspect of discrimination in an individual’s employment; however, a fault with Title VII is that the anti-discriminatory laws are only applicable if the employer has a minimum of fifteen current employees at the time a case of discrimination has taken place. (FindLaw) Although Title VII was originally signed into law in 1964, exactly 50 years ago, differing acts can be amended to it, such as the Pregnancy Discrimination Act of 1978, to help further the scope of protection amongst the workers who may be subject to workplace discrimination amongst the United
The Equal Pay Act (part of the Fair Labor Standards Act), forbids employers to compensate women differently for jobs that are “substantially equal”, that is, almost identical. Traditionally, women have worked in different occupations than men; these occupations tend to be substantially different, pay less and confer less authority.
Rights Act of 1964.” EEOC.gov. Title VII of the Civil Rights Act of 1964, n.d. Web. September 29 2011.
Women’s right to equal pay or gender pay gap has been a subject of discussion over the years in the united states, women perform similar jobs to men, but are paid
The effective Human Resource Management in an organization requires an exceptional standard set for motivation, job design, reward system and equity. Nowadays, people are more willing to avoid unfair treatment in the workplace than any other aspect. The fundamental concept behind Equity is an attempt to balance what has been put in and taken out at the workplace with a feeling of justice being served. Unconsciously, values are assigned to many various contributions made to the organization, hence causing an air of misbalance in the environment. There has always been a disparity in the view on the desirability or the cost effectiveness of policy measures. The importance of equity or reducing discrimination has gained a lot of attention in the labour market (Milkovich, Newman & Ratnam, 2009).
Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against applicants and employees because of their race, color, religion, sex or national origin. Religious Discrimination as part of the Civil Rights Act is the subject of this term paper.