Civil Rights Act Pros And Cons

a) within the public sector under the human resources management, state employees work directly for state agencies and receive their compensation and benefits from state governments whereas in the non-profit sector the human resources committee is responsible for developing personnel, policies and may recommend employee and executive director salary ranges and benefits packages to the board as well as elevate the executive director. b) Public sector recruitment rules have to be a lot more careful of equal employment, equal pay, and diversity type rules/regulations that have been implemented over the years in light of the decision passed by various courts or Acts by the legislature (state level or federal). In contrast, the hiring practices
It prohibits discrimination on the basis of real or perceived physical or mental disabilities. Many observers have termed it as the most important legislation against discrimination after the Civil Rights Act of 1964. In fact, this legislation is seen as the outcome of that historic legislation. However, its impact and implications has proven to be more controversial than the highly regarded Civil Rights Act. Businessmen and private firms in particular have been against this legislation for the very start because they believe that it brings in unnecessary burden upon the firms. It is not financially feasible for them to hire individuals with disabilities and they see problems with prohibition of questions like ‘what can you bring to this organization?’ In fact, there have been some studies that concluded that this Act has led to higher unemployment rates among people with disabilities. For example, in 2001, a Current Employment Survey found a sharp drop in the employment of disabled workers. It appears that when economic conditions worsen, people with disabilities are the first ones to be axed from