Abstract This paper explains that companies can help protect themselves from unfair labor relations accusations by having a clear human resources policy in place and always acting in good faith with employees, distributors, customers and suppliers. The author points out that the greatest economic problem in regards to discrimination in healthcare is the concern as to whether high management at many healthcare organizations are actually aware that many of their employees are not treating people equally when it comes to treatment, hiring practices, promotions and other issues. The paper relates that discrimination often is very hard to prove because there are ways to disguise it and make it look like something else; therefore, individuals discriminated against based on their race often have no recourse.
From the Paper "Strategy is a very important element in decision making, and an organization needs to know where it is going before it tries to go. Otherwise, it will often flounder because it had no specific vision for the future. Decision making is very closely tied to conflict, in that it is often groups that make the decisions for an organization. This is especially important for companies that are involved in fields such as technology, since this field is rapidly changing and decisions that could make or break a company are literally made on an almost daily basis."
Abstract The paper discusses the theory of Naila Kabeer who researched Bangladeshi women home workers and maintained that these women did not exercise their own preference in their work choice. Kabeer explains that they were influenced by male domination, which in turn was impacted by societal discrimination. The paper shows that the patterns of employment and labor of immigrant women in the USA and in Sweden lend corroboration to this theory. The paper demonstrates how immigrant women face multiple levels of discrimination, most notably sexist and racist prejudice.
From the Paper "As noted above, Kabeer has pointed out that most Bangladeshi woman in London work in the clothing industry from home, while their husbands mainly work in the clothing industry in sweatshops and factories. Kabeer researched the reason for this, and found that the Bangladeshi women's "choice" to work at home is only partly their own preference, and that it is greatly influenced by male domination and other factors. She situates this domination within the context of the racist situation in which the entire family lives."
This in-depth paper analyzes the issue of discrimination in the workplace, while supplying a comprehensive evaluation to key issues relevant to this topic.
Abstract The writer of this well-researched paper contends and explains why discrimination in the workforce is a growing problem that has affected thousands of organizations, large and small operating in today's global marketplace. This paper defines discrimination in the workplace as any type of behavior, action, belief, value or attitude that impacts another individual in a negative manner, that is based on one's racial identity, gender, sex, disability status, age or some other personal factor. This paper cites the many laws and acts that have been enacted to protect individuals from various forms discrimination. The most basic law that protects employees from discrimination on the job is Title VII of the Civil Rights Act of 1964, which prohibits job discrimination on the basis of race, skin color, age, gender, religious belief or national origin. The paper also details the impact of affirmative action in the workplace. Depending on the organization, affirmative action is necessary in an environment where one population or subgroup of people has been continually underrepresented or disadvantaged. This paper analyzes the impact these laws have on human resource departments. Human resource departments have an obligation under the law to inform all employees of their legal rights relating to discrimination in the workplace.
Table of Contents:
Introduction
Discrimination Discrimination Laws
Affirmative Action in the Workplace
Human Resources and Discrimination Conclusions/Recommendations
References
From the Paper "Affirmative action may be necessary in an employment environment where one population or subgroup of people has been continually underrepresented or disadvantaged. It truly depends on the organization. It can be a means of protecting certain classes or groups of people and ensuring that everyone in the workplace is afforded the same access to employment and the same employment opportunities. It is not designed to be a form of reverse discrimination. There is adequate evidence suggesting that discrimination still exists in the workplace. Until discrimination is completely abolished and is no longer an issue, a need for affirmative action programs and other programs geared toward eliminating inequities continues."
Abstract This paper discusses the labor laws relevant to the guarantee of a non-discriminatory work environment. It focuses on how labor laws are applied within the labor union environment in protecting against discrimination. It explains that the labor laws in the United States are primarily governed by the U.S. Department of Labor which oversees approximately 180 various laws and regulations governing employment.
From the Paper "Labor laws in the United States are overseen by the Department of Labor which, collectively, oversees approximately 180 various federal labor oriented laws. This body of laws and regulations oversee many workplace activities relevant to more than 10 million unique employers and more than 125 million unique employees. The following major labor laws constitute some of the most broadly applicable and well-known labor laws. Additionally, since unions constitute some the largest forces in labor across North America, labor laws pertinent to unions are also discussed. However, it should be mentioned that regardless of union membership, union members are, of course, entitled to the same protections on the existing body of labor laws that any employee is as well as a host of other protections vis-?vis his or her union contract. Pay & Schedule The Fair Labor Standards Act (FLSA) outlines the standards for wages and overtime pay, which affect most private and public employment in ..."
Abstract This paper examines how, despite laws in place against discrimination, inequality still exists in the workplace through race and gender. It begins by looking at the historical background of the laws which are in place to protect workers. It then looks at specific examples of race and gender discrimination and at the legal machinery available to fight such occurrences. It presents arguments for anti-discrimination laws and compares the differences between gender and racial discrimination.
From the Paper "In many states, racial discrimination was the law of the land, and it was accepted or endured as a fact of social life even in regions that rejected official segregation and other discriminatory laws. As for what is now called gender discrimination, it was so taken for granted that for most people the concept hardly existed. The very presence of a woman in the workplace was regarded as, in a way, temporary, "until she got married," or it was due to some special contingency. Most working women were found in occupations regarded as female, such as secretarial work. Sexual jokes, innuendoes, or pressures were limited only by the goodwill of male coworkers."
Abstract This essay looks at the discrimination of women in the workplace. It discusses the ways in which gender discrimination is manifested and the reasons why it is still persistent in our society today. Although the status of women in the labor force as well as in society in general has considerably improved in the last hundred years there is still a bias present. The paper presents articles that argue that women are still fighting for equity in pay and are more likely to suffer poverty due to discrimination in the workplace.
Abstract This paper views modern America's social diversity as an asset to business. It also describes the discrimination minority members of this workplace experience. The paper outlines the types of discrimination and the laws protecting the citizens of this society.
From the Paper "With the 21st century workplace ahead of us and a country full of diversity surrounding us, the changing ethnic, racial, age, and gender composition of the workforce will become more evident in the years to come. This modern workplace will bring in a group of diverse employees to accompany tighter labor markets and changing worker demographics. These changes in the modern workplace will have important implications for employers across the country. ?High skills and knowledge are important to American firms competing in a global economy.? (Dresser, 1996) As always, the best measure of a employee or potential employee is skills and knowledge. But we all know that it doesn?t always work that way. And, while the U.S. workforce as a whole has a higher educational level than ever, some problems evolving in the modern workplace are clear; discrimination is part of the problem. All the greater knowledge and skills level the United States is welcoming is coming to employers in all new packages."
Abstract The writer of this paper discusses the discrimination case of the Waffle House vs. Scotty Baker. Baker was fired from his job at the Waffle House due to a physical handicap which resulted from a car accident. This paper examines the role of the Equal Employment Opportunities Commission (EEOC) in this particular case. The EEOC claimed that the Waffle House had violated the Americans with Disabilities Act when they fired Baker due to his handicap. This paper delves into the legal aspects surrounding discrimination in the workplace as well as the EEOC's active involvement in cases of discrimination. This paper also notes various laws and statutes relating to this particular topic.
From the Paper "Individuals who do not have an accommodation at the place of filing may even inform the EEOC office so that the needed facilities can be provided. This accommodation is in terms of language interpreter, print materials, etc. The arrangement is for non-federal employees and the employees of the federal government should see the Federal Sector Equal Employment Opportunity Complaint Processing. The information required for filing a complaint is the name, telephone number, and address of the individual who is complaining. The same information for the employer, employment agency or union that has done the discrimination is also required along with the number of members, if known. A short description of the supposed violation has to be provided along with the dates of the supposed violation."
Abstract This report aims to prove that the hiring and promotional policies in Company X are discriminatory towards females. It presents testimony that details and outlines evidence of rampant illegal discrimination in the company's human resource policies over the course of many years. This information is used to receive remedy from this court of law for the female plaintiffs to rectify this practice of blatant Company X's glass-ceiling policy implementation.
From the Paper "Although sexual inequality in employment avenues seems to be a universal phenomenon, evidence indicates that Company X represents an extreme case in our nation. Our objective is to prove that throughout the history of Company X, male employees have benefited by receiving higher earnings through salaries and other benefits as well as higher level positional promotions than their female peers. Given the composition of the workforce of Company X, we have determined that despite the fact that the female employees have consistently worked longer hours than the male employees, they do not receive proportionate pay at Company X."
Abstract In this paper the author examines some of the works of Karl Marx, focussing on the theme of value of labor-power, which is a key point in Marx's socio-economic theory, and determines the value of commodities. The paper looks at the importance of the wage system and discusses Marx's point that value comes from social labor and profit comes from extracting unpaid labor from the laborer. The author continues to discuss the works of Karl Marx and some of the statements he has made in reference to labor-power. He also tries to put across the capitalist point of view, by giving a counter argument for each of Marx's points. In conclusion the author states that we must either accept that Marx failed in his attempt at a truly materialist explanation of history and society, or admit that machines and animals exist as social laborers, the same as humans.
From the Paper "Marx's argument is persuasive, and the syllogism is formally valid when we include the suppressed premise: each premise makes a clean step to the next. However, premise two lacks much-needed justification for the syllogism to be true within Marx's system of dialectical materialism. Premise 2 is a metaphysical proposition, not a physical-historical proposition. Nowhere does Marx explain why labor-power is only a capacity of a living worker. More specifically, Marx does not explain the difference between a power-loom and a human weaver. From the capitalist's view, both require upkeep (or some of the means of subsistence), both perform social labor, and both must be replaced when they wear out, or die. A possible reply Marx could give is that people are the root of the power-loom's productive force: that is, people produce the power-loom and maintain the power-loom. However, capitalists also maintain the laborer, by paying his wages. Within the system, the capitalist must care for the worker and power-loom in the same manner."
Tags: materialsim, unpaid, laborer, society, worker, productive, individual, force
Abstract In this article, the writer points out that women are discriminated against in the workplace with lower salaries and fewer promotions compared to men, regardless of the education or experience they have. The writer questions why people take employers to court for discrimination. The writer notes that before discussing how women are discriminated against it is important to understand why discrimination is wrong.
From the Paper "Four out of ten American women visit one of Wal-Mart's stores weekly ... Yet Wal-Mart is not only a horrifyingly stingy employer: Many workers say it is also a sexist one. Wal-Mart is not the only business discrimination against women. Five different areas of discrimination are race, sex, religion, age, and disability. Another large company that discriminates against women is Boeing."
This paper defines institutional discrimination and explains how it applies to homosexuals in Canada by denying them access to some governmental institutions.
900 words (approx. 3.6 pages), 0 sources, 2006, $ 35.95
Abstract This paper argues that Canadian homosexuals face institutional discrimination. This prejudice upholds stereotypes of gays as well as impacts their ability to have equal rights in a free society. Institutional discrimination as a term is defined and applied to the current situation faced by homosexuals in Canada. The author contends that although overt discrimination against homosexuals is disappearing, institutional discrimination maintains the status quo.
From the Paper "Overt discrimination against homosexuals seems to be disappearing. However, homosexual people in Canada still don't have the same access to institutions that other Canadians do. This would seem to indicate that homosexual Canadians are facing a high degree of institutional discrimination. Institutional discrimination is defined as the policies and or behaviours of an institution that negatively impact subordinate and or minority groups in a society (Pincus 1996: 186). Institutional discrimination of homosexuals is basically used to maintain the dominant status of heterosexuals in Canadian society by excluding homosexuals from these institutions. In order to become full and equal members of Canadian society homosexuals need to be able to be a part of any institution they wish."
Abstract This paper examines how one of the most important laws concerning child labor was the Fair Labor Standards Act of 1938. It looks at how with its provisions imposing severe civil and criminal penalties and allowing for confiscation of good made with child labor, the Fair Labor Standards Act forced employers to stop using children in thousands of jobs. With remarkable success, the law simply outlawed child labor.
From the Paper "Among the social reform advocates of the late 19th and early 20th centuries, no issue roused more determined calls for action than child labor. Florence Kelly of Hull House was among the first to report on the matter, but soon there were numerous rigorously researched reports, telling of children underpaid, overworked, uneducated, and profoundly unhappy with their lot. While many of the working children were in agriculture, the worst conditions were in manufacturing, whether in southern textile mills, northern canneries, urban tenements, or mountain coal mines. "
Abstract In this article, the writer explains that labor migration vis-a-vis female domestic labor is the temporary movement of women, predominantly, but not exclusively, from the third world, to another global region wherein they work as servants so as to accumulate capital that they then can return to their families back home in the form of remittances. Besides being a highly gendered phenomenon, some have argued that the aforementioned labor migration renders these women little more than the contemporary "servants of globalization." The writer argues that this both is, and is not, the case. Specifically, the writer maintains that while these women certainly do serve the interests of others and certainly do find themselves performing menial tasks, they do not necessarily face the same burdens as "servants" from previous ages; that is to say, there are legal protections in place for all workers in developed lands and the increased scrutiny now surrounding the phenomenon of third-world labor migration makes it less likely for these women to be taken advantage of. The writer concludes that while it is largely true that domestic laborers are the "servants of (twenty-first century) globalization," one must be careful to avoid associating their plight with the truly harrowing plight of previous generations of servants.
From the Paper "In addition, while the global economy may make it easier for affluent individuals in the developed world to find cheap domestic labor abroad, the highly-integrated global economy also allows domestic laborers alternatives that might not have been available even a generation ago. To wit, if a domestic worker or care-giver is unsatisfied with the state of things in one part of the world, she can utilize the internet, liberalized rules (in most countries) vis-a-vis work visas and citizenship application, and the assistance of mass communication technology that allows for expeditious communication between global networks of similarly-situated workers, to find a position more in keeping with her desires.
"The idea of globalization serving domestic laborers by bringing them into contact with other, similarly-situated individuals through mass communication (even as it also isolates them from loved ones) deserves some further illustration."
Abstract This paper discusses how the national labor movement of Japan has traditionally been controlled by the nation's political factions. The writer describes the plight of Japanese workers in modern times, as labor unions that served the needs of management rather than the workers were created. The writer also discusses the rise of a national labor organization called Rengo in the 1990s in response to the control of the employee unions by political factions. However, the political entities within the nation reacted by creating a "union" that sought to end the efforts of the national labor movement and force the maintenance of policies that were intended to continue to oppress the workers of Japan.
From the Paper "According to Oaks "Japanese workers have failed to achieve labor rights that are standard fare throughout the developed world" (para. 4). In the 1980s it was evident that workers in Japan were faced with 46-48 hour days with no benefits, such as sick leave and a social security system for their retirement (Oaks para. 5). Oaks reported that regardless of the fact that the salaries that Japanese workers earned were comparable to workers in the United States, the ability of the Japanese worker to provide for his family was more difficult because of the increased cost of living (para. 6). The labor movement in Japan has continuously fought for worker rights that would address these problems. However, even when the government or political realm agrees to make changes to policy, those changes are generally masked by conditions of change that alleviate the actual policy from making a difference."
Tags: unrest productivity profit, International Labor Organization, law industry
