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UCCS - HRMG 4390 - Class Notes - Week 6

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UCCS - HRMG 4390 - Class Notes - Week 6

School: University of Colorado Colorado Springs
Department: Management
Course: Legal/Social Issues
Professor: Donald Gardner
Term: Spring 2017
Tags: Human, human resources, selection, Law, EEOC, interview, hiring, promotion, equal, opportunity, and employment
Name: HRMG 4390, week 6 notes
Description: includes the video case and lecture notes review of exam #1 required readings of chapters 2, 3, and 4
Uploaded: 02/22/2018
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background image HRMG4390  |  Week  6  Lecture  Notes   Selection  and  the  Law  
 
Answers  to  (a  few)  missed  exam  questions  
1.  indemnification:  employers  must  compensate  workers  for  injuries  incurred  on  the  job   2.  workers’  compensation  laws  alone  were  not  sufficient  to  prevent  work-­‐related  injuries   because   -­‐  employers  were  content  to  just  pay  insurance  premium   -­‐  employers  relied  too  much  on  insurance  company  advice   -­‐  insurance  companies  focused  on  obvious  hazards  that  were  most  costly   3.  most  controversial  workers’  compensation  laws:  force  injured  workers  to  receive  treatment   only  from  company-­‐approved  physicians     4.  most  common  violation  of  Hazard  Communication  Standard:  failure  to  document  training  of   employees  in  handling  toxic  substances   5.   FALSE :  OSHAct  prevents  all  state  government  involvement  in  the  area  of  occupational  safety   and  health  regulation   6.   FALSE :  short-­‐term  disability  insurance  is  mandatory  in  most  American  jurisdictions   7.   NOT   a  good  piece  of  advice  to  HR  professionals:  develop  communication  skills  to  negotiate   effectively  with  an  armed  employee  
8.  if  employers  feel  OSHA  implemented  an  unrealistic  standard,  it  may  be  challenged  in  the  US  
Courts  of  Appeal    
Required  Readings
 (text  chapters  2-­‐4)  
Equal  Employment  Opportunity  (regulatory  issues)    
•   Historical  background   §    Black  codes:  prevent  emancipated  slaves  from  enjoying  the  full  benefits  of  citizenship   §    Civil  rights  act  of  1866:  remove  discrimination  by  law   §    Civil  rights  act  of  1875:  provided  for  equal  access  to  all  public  accommodations  for  blacks,  
with  the  exception  of  schools  
§    Jim  Crow  laws:  means  for  state  government  to  get  around  the  Civil  Rights  Acts   §    1964-­‐  equal  treatment  in  the  workplace  emerged  as  a  national  policy     §    executive  orders   1.  Roosevelts’  executive  order  8802:  prohibited  discrimination  based  on  race  in  federal  employment  &  
private  companies  holding  federal  defense  contracts  (fair  employment  practice  commission  enforces  
provisions  of  order  8802)  
2.  Truman,  Eisenhower  &  Kennedy  administrations  expanded  the  prohibition  on  racial  discrimination  
§    civil  rights  act  of  1964:  protects  under  race,  color  religion,  sex,  or  national  origin  (protected  
classes)  
-­‐   title  VII:  governs  discrimination  in  the  workplace  
-­‐   individual  vs.  group  rights  perspective-­‐  approach  to  EEO  
1.  individual  rights:  create  workplace  that  guarantees  equal  treatment  
2.  group  rights:  employers  move  from  “protected-­‐class  blind”  to  “protected-­‐class  aware”  
•   Purpose  of  Title  VII:  foundation  of  most  laws  and  regulations  affecting  EEO   §    Section  703:  prohibits  certain  forms  of  discrimination  in  employment  
background image §    Protected  class:  race,  color,  religion,  sex,  ethnicity,  (age,  disabilities,  pregnancy  [conditions])     §    Employers  covered  by  Title  VII   1.  private  sector  employers  with  15+  employees  for  20+  weeks  
2.  public/private  educational  institutions  
3.  labor  unions  with  15+  members  
4.  public/private  employment  agencies  
5.  state/local  government  
6.  joint  (labor  management)  committees  for  apprenticeship  &  training  
7.  employees  of  the  US  Congress  (Civil  Rights  Act  of  1991)  
§    Arbaugh  vs.  Y&H  Corporation  and  the  Numerosity  Requirements:  attourneys/EEOC  may  
overlook  the  15  employee  “numerosity  requirement”-­‐  applies  only  to  legislative  branch    
§    Employees  NOT  covered  by  Title  VII   1.  person  working  for  employer  not  distinguished  by  the  Civil  Rights  Acts  
2.  federal  government  employees  
-­‐  Civil  Service  Reform  Act  1978:  all  other  federal  employees  recieve  employment  protection    
3.  elected  officials  &  individuals  appointed  to  their  staff  
4.  foreign  nationals  working  outside  of  the  US  
5.  Communists-­‐  Subversive  Activities  Control  Act  1950  
6.  Religious  institutions,  associations,  and  societies  may  give  preference  to  those  in  the  “in  group”  
(Section  702  of  Civil  Rights  Act  1964)    
•   Filing  Complaints  &  Charges   §    Complaining  party:  makes  a  complaint  against  an  employer  for  discrimination   §    Respondent:  typically,  the  employer  during  a  dispute  for  discrimination   §    Deferral  to  a  state  agency:  Fair  Employment  Practices  Agencies  (FEPAs)   •   Investigation  outcomes   §    Reasonable  cause:  investigation  found  evidence  of  unlawful  practice  
(“conciliation”/”litigation”  –  negotiated  settlement)  
§    No  reasonable  cause:  investigation  failed  to  produce  sufficient  evidence  (“notice  of  right  to  
sue”/”right  to  sue  letter”  –  requested  by  complaining  party)  
§    Dismissal:  investigation  stops  without  any  determination   -­‐   Conciliation:  EEOC  attempts  to  find  a  mutually  agreeable  settlement  (preferred  by  EEOC)  
-­‐   “vacates”:  original  damage  award  is  annulled  or  cancelled  
-­‐   “remand”:  return  appealed  case  to  court  of  original  jurisdiction    
-­‐   frivolous  appeals:  filed  with  an  improper  purpose  
•   Two  theories  of  discrimination     §    Disparate  treatment:  different  treatment  due  to  membership  of  a  protected  class   §    Disparate  impact:  focuses  on  statistical  imbalances  in  the  workforce     •   Steps  conducting  case  analysis   1.  what  law  applies  to  the  situation?  
2.  is  the  employer  covered,  or  is  the  organization  and  “employer”  under  statute?  
3.  was  the  complaint  filed  in  a  timely  manner?  
4.  can  the  employee  make  a  prima  facie  case?  
5.  is  the  employee  covered  or  exempt?  
6.  does  the  employer  have  a  nondiscriminatory  rebuttal?  
7.  can  the  employee  refute  the  employer’s  rebuttal?  
 
 

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School: University of Colorado Colorado Springs
Department: Management
Course: Legal/Social Issues
Professor: Donald Gardner
Term: Spring 2017
Tags: Human, human resources, selection, Law, EEOC, interview, hiring, promotion, equal, opportunity, and employment
Name: HRMG 4390, week 6 notes
Description: includes the video case and lecture notes review of exam #1 required readings of chapters 2, 3, and 4
Uploaded: 02/22/2018
6 Pages 54 Views 43 Unlocks
  • Better Grades Guarantee
  • 24/7 Homework help
  • Notes, Study Guides, Flashcards + More!
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