| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "EQUAL EMPLOYMENT OPPORTUNITY ACT": |
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Equal Employment Opportunity Act, 2002.
A discussion of inequalities in the work place and discrimination against women and the over fifties.
2,126 words (approx. 8.5 pages), 6 sources, MLA, $ 66.95
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Abstract
This paper examines how America, one of the wealthiest and most powerful countries in the world, has not achieved equal opportunities for certain groups of people and how discrimination still exists at all levels. It focuses on the Equal Opportunity Employment Act (EEO) as it relates to women and people over the age of fifty. It discusses how the EEO act should be applied and enforced by employers and looks at methods in which human resources professionals should structure their EEO Policy in accordance with the law. Proper implementation of EEO regulations will help to ensure a diverse work force, which can lead to increased competitiveness, innovation and a spark in thought leadership which is unarguably a necessity in today?s global marketplace.
From the Paper
"Women make roughly seventy-six cents for every dollar a man earns. Relatevely women are worse off than men in terms of unemployment, education and occupational distribution despite laws such as the EEO that seek to eradicate such disparities. Research reveals that men represent ninety-five percent of senior level executiives among the top one thousand publicly held firms. Yet, women comprise of half the population and more women than men are recievng collegiate degrees. Why are women still unable to break through the glass ceiling? Gender discrimination in the workplace has been attributed to gender-role socialization, personal values and prejudices and differential education and training."
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The Equal Employment Opportunity Commission, 2002.
Assesses the pros and cons of the Equal Employment Opportunity Commission with regard to minority employees.
2,900 words (approx. 11.6 pages), 12 sources, $ 106.95
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Abstract
There is little doubt in the minds of impartial historians and social critics as to the successes of the Equal Employment Opportunity Commission (EEOC), However, the EEOC has arguably outlived its usefulness in its current incarnation and needs to be restructured to better fit the changing times. This paper briefly examines some of the benefits of the EEOC and some of its problems to provide the reader with a better understanding of the current form of the EEOC.
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How Equal is Equal Employment Opportunity?, 2002.
A paper which looks at women over the age of 50 in the workforce.
1,505 words (approx. 6.0 pages), 6 sources, MLA, $ 49.95
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Abstract
This paper addresses inequalities in the workplace, specifically as they affect women and persons over age fifty. The paper discusses how the Equal Opportunity Employment Act should be applied and enforced by employers, as well as methods in which human resources professionals should structure their EEO Policy in accordance with the law.
From the Paper
"America, one of the wealthiest and most powerful countries in the world, foremost in the fight for freedom, justice and equal rights of all people, still has not achieved equal opportunities for certain groups of people on our own home land. Workplace discrimination has prevented certain groups of people from attaining jobs, which they were otherwise qualified for, but were denied on the basis of race, gender, age, ethnicity, religion or disability. Age discrimination is one of the least discussed topics of discrimination; however, it still remains a widely practiced phenomenon."
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Equal Employment Opportunity, 2005.
Examines age discrimination as a form of unfair treatment in the American workforce.
1,590 words (approx. 6.4 pages), 5 sources, APA, $ 52.95
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Abstract
When most Americans think of the term Equal Employment Opportunity, they think about racial discrimination. However, as the Baby Boom generation, the largest generation in American history, gets older, age discrimination is likely to become a larger and larger factor in the discrimination lexicon. This paper shows that more and more equal employment opportunity lawsuits are likely to be initiated because older workers think they have not gotten fair treatment by their employers. In order to assess the current status of both public and legal thinking regarding age discrimination as an equal employment opportunity issue at present, a number of these publications are researched in this paper for recent events and cases regarding age discrimination.
From the Paper
"In denying the charges, Belk claimed that the changes were meant to consolidate operations from five division offices in the Southeast to the Charlotte headquarters (Dyer 2003). While that may make good business sense, it might also raise a red flag with observers, as most of the jobs in question where high-level jobs in the divisions which might be assumed to carry not only sizeable salaries, but would also be performed, in many cases, by older workers who were approaching retirement and would therefore be eligible for pensions. The attorney representing the employees noted "Many times in these kind of cases, the older employees who were making more money and bigger pensions are the first ones to go...You can't just decide to get rid of all of these old people just because they're making a lot of money." (Quoted by Dyer 2003)"
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Equal Employment Opportunity, 2005.
Examines the EEO within the context of major laws and human resources management.
2,065 words (approx. 8.3 pages), 7 sources, MLA, $ 65.95
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Abstract
This paper examines the history of equal employment opportunity and how it impacts human resource management today. Human resources managers must be aware of the how the EEO laws affect employees, potential employees, and retiring employees. This is because these eight Equal Employment Opportunity laws impact several areas of human resources management, including compensation, employee selection, opportunities for training and promotion, performance appraisal, and retirement.
From the Paper
"Another area of human resource management concerned with EEO laws is the area of promotion and job training opportunities. The Age Discrimination Act of 1967 is one law that targets 20% of all discrimination charges, which happen to fall into the category of age related discrimination. Age related discrimination tends to occur often when decisions are being made about additional job training, funding for continuing education, and downsizing through "early retirement" programs (Bohlander, 56). Other elderly people are looked over for hire or promotion because they are considered too old and un-hip to promote. Casual remarks that express ageist attitudes can easily be used to build cases of discrimination based on age (Bohlander, 56)."
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Equal Employment Opportunity Commission, 2003.
A review of the history and scope of the EEOC.
1,150 words (approx. 4.6 pages), 5 sources, APA, $ 39.95
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Abstract
This paper presents a review of the history and scope of the EEOC (Equal Employment Opportunity Commission). It describes the founding and particular functions of this federal agency to ensure that all Americans have equal opportunity in the American workplace. It looks at how the EEOC operates to try to prevent workplace discrimination.
From the Paper
"The Equal Employment Opportunity Commission Discrimination in and of itself is not a harmful action. For example people discriminate all the time when they choose one particular restaurant over another or one movie over another. Such discrimination is based on.."
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Equal Employment Opportunity & Affirmative Action Programs, 1989.
Discusses federal acts; development; functions, enforcement; goals & quotas; hiring & promotions and failures & successes.
2,250 words (approx. 9.0 pages), 12 sources, $ 79.95
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From the Paper
"The purpose of this research is to examine the Equal Employment Opportunity (EEO) and Affirmative Action (AA) programs. A review of the current literature indicates shifts in thinking regarding these federal programs. The areas addressed include legislation (development and functions), enforcement (agencies and procedures), as well as failures and successes through goals, quotas, hiring, and promotion practices.
Legislation. This analysis focuses on Title VII of the Civil Rights Act of 1964 as amended by the Equal Employment Act of 1972 and the Equal Protection Clause of the 14th Amendment to the United States Constitution. Title VII, as amended by the 1972 Act, prohibits discrimination in employment based on race, color, religion, gender, or national origin. Title VII covers employers (a) engaged in an "industry affecting commerce" and (b)(...)"
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Equal Employment Opportunities, 2004.
An analysis of affirmative action efforts in the military and civilian workforce in the United States.
1,212 words (approx. 4.8 pages), 3 sources, MLA, $ 41.95
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Abstract
This paper discusses the many inequalities that have been rampant among the Department of Defense (DOD) and other associated military agencies regarding employment opportunities. The paper contends that the DOD is currently working together with multiple agencies in order to establish affirmative action oriented recruitment, retaining and promotions programs that will specifically attract minority and disabled candidates, in an attempt to eliminate the discrepancies that currently exist with regard to representation.
Outline
Introduction
Analysis of DOD and Civilian Workforce Initiatives
Changes in Recruitment and Retention Strategies
Conclusions
From the Paper
"The Department of Defense issued a directive in 1987 with the intent of establishing a Civilian Equal Employment Opportunity Program, whose initiatives included affirmative action that was consistent with guidelines set forth by the EEOC and Office of Personnel Management (DOD, 2003). The directive also established special emphasis employment programs for the following groups: women, Hispanics, people with disabilities, people of Asian/Pacific Island descent, Indian/Alaskan Natives and an African American employment program. The directive was instituted in part to help recognize a need for equal opportunity programs and affirmative action programs as "essential elements of readiness that are vital to the accomplishment of the DOD national security mission" (DOD, 2003). "
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Equal Education Opportunities Act, 2003.
A discussion regarding the Equal Education Opportunities act.
1,793 words (approx. 7.2 pages), 5 sources, MLA, $ 57.95
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Abstract
This paper reviews and discusses the right to equal education. The paper reports that education plays a huge role in the personal growth and development of any individual, as well as in the growth and development of economies and whole nations.
Outline:
Introduction
The Equal Education Opportunities Act of 1974
Implications for Teachers and the English Language Learners
Conclusion
From the Paper
"Meanwhile, aside from the fact that many children have had the strong desire to study, there have been a lot of issues concerning the approaches to make use of the said right. Standardization on who, where and when can one avail of the said rights. There have been questions about the legalities and the documents that needed to be passed so as to provide proof that one is legitimate to enjoy such rights. Thus, apart from the enjoyment that this right has given to people, there are those who experienced chaos and confusion. This is because there are states in the US where there are strict guidelines as to which school follows the said Equal Education Opportunity Act and which children can only avail of that. The main reasons for imposing such limitations are the unavailability of teachers and/or facilities and rooms to accommodate possible huge number of enrollees. Meanwhile, there are some states who are very lenient in accepting students who are trying to avail of their rights to be educated, as stated in the Equal Education Opportunities Act of 1974. Hence, in as much as the US government would want to implement a fair and legit education opportunity for all, there are still some who complained that there is unfair or unequal treatment with the way the policy is being implemented."
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The Laws of Equal Employment, 2004.
An overview of equal employment opportunities and the anti-discrimination laws.
6,338 words (approx. 25.4 pages), 12 sources, MLA, $ 147.95
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Abstract
This paper studies the rules and regulations presented to the people by the area of law that provides anti-discriminatory laws, thereby offering equal employment opportunities to all the people entering and wanting to be the part of the corporate world. The second part of the paper applies this knowledge and the information given in the first part of the paper to a problem or an issue faced in an organizational setting.
Outline
Part One: Equal Employment Opportunity and Anti-Discriminatory Laws
Title VII of the Civil Rights Act of 1964
All About Religious Discrimination
All About Race-Color Discrimination
All About Pregnancy Discrimination
All About National Origin Discrimination
The Age Discrimination in Employment Act of 1967
The Equal Pay Act of 1963 (EPA)
Employment Non-Discrimination Act (ENDA)
Employment Discrimination Against Gays and Lesbians
The Civil Rights Act of 1991
The American With Disabilities Act
Part Two: Review of An Organizational Problem Based on Race/Color Employment Discrimination
From the Paper
"Law offers equal opportunity in employment to all the citizens worldwide with the aid of Equal Employment Opportunity Commission. This is done because the people of the world particularly those that constituted the under privileged lot felt a strong need to speak up their minds and raise their opinions against the discrimination that is prevalent in varied forms at different levels of the society. Thus in order to curb the problem of discrimination in the employment sector, the Equal Employment Opportunity Commission abbreviated as EEOC came into existence under Title VII of the Civil Rights Act of 1964 and started functioning on July 2, 1965 (U.S. EEOC: An Overview, Office of Communications and Legislative Affairs, 1998). Thus, with the aid of the drafting and implementation of several anti-discriminatory laws, the Equal Employment Opportunity Commission provides its citizens with the employment opportunity that strictly forbids discrimination at all grounds and on all basis and in any form."
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Employment Opportunities with the FBI, 2005.
This paper is an assessment of current and future employment and advancement opportunities with the FBI, including pay, benefits, education requirements, training and available locations.
820 words (approx. 3.3 pages), 3 sources, APA, $ 29.95
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Abstract
This paper explains that, in the wake of the Home Security Act of 2002 and the FBI Reform Act of 2002, the Federal Bureau of Investigation (FBI) is experiencing some shifts in human resource policies, which will affect current and future employees. The author points out that, while the FBI enjoys a certain "cloak-and-dagger" quality to its image, the reality is that the FBI requires employees for a wide range of job opportunities besides special agents. The jobs include professional support roles in any number of positions such as computer specialist, crime scene specialist, linguist and intelligence research specialist. The paper states that the FBI is headquartered in Washington, D.C.; the agency maintains field offices in a number of large cities throughout the United States, Puerto Rico and several major foreign cities.
Table of Contents
Introduction
Review and Discussion
Background and Overview
Pay and Benefits
Employment and Advancement Opportunities
Employment Locations
Conclusion
From the Paper
"Not surprisingly, pay scales are tied to the types of work involved, as well as other factors such as employment location (cost of living allowances are paid as with other federal positions) and seniority. In this regard, the FBI falls under the federal employment regimen, and employees receive GS ratings; special agents, for example, can attain a GS 15 rating and are eligible for "availability pay," which is equal to 25 percent of their annual base salary."
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Employment Requirements and Opportunities at Chevron, 2006.
This marketing oriented paper contains a vision and mission statement from the Chevron Corp. as well as information pertaining to Chevron's recruiting practices and potential employment opportunities.
1,495 words (approx. 6.0 pages), 8 sources, APA, $ 49.95
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Abstract
This paper details Chevron's standing in the global market as a Fortune 500 company and as one of the world's largest integrated petroleum companies. This paper describes various salary and incentive packages at Chevron as well as their recruiting practices. Also included in this paper is an interview with a current employee at the Chevron Corporation.
From the Paper
"Chevron has a long history in the oil industry; it was incorporated in San Francisco in 1879 as the Pacific Coast Oil Company. John D. Rockefeller's original Standard Oil Company acquired the company in 1900 but it emerged as an autonomous entity, Standard Oil Company (California) in 1911 following a Supreme Court decision to divide Standard Oil into separate companies. It continued to grow and in 1984 the company acquired Gulf Corporation - nearly doubling the size of oil and gas activities. It gained significant presence in industrial chemicals, natural gas liquids and coal. Changed name to Chevron Corporation to closely identify with the name under which most products were marketed."
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Employment Equality, 2005.
A debate over affirmative action programs versus equal employment opportunity programs to promote employment equality.
2,250 words (approx. 9.0 pages), 10 sources, $ 89.95
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Abstract
This paper discusses employment equality, which has a topic of debate for generations. Over the course of the last four decades, the civil rights movement, in America, has brought two types of programs into place to help bring about this equality. Affirmative action and equal employment opportunity programs have the same end goal, employment equality, yet use very different means to get there. Following is a discussion regarding both types of programs, their advantages and disadvantages, and their effectiveness and usage.
From the Paper
"Affirmative Action Programs Versus Equal Employment Opportunity Programs Introduction: Origins, General Description, Theories, Concepts, and Practices of Affirmative Action Programs: Affirmative action programs were established to provide positive employment opportunities for people of a minority group, who are traditionally thought of as being discriminated against. In fact, in Great Britain, these types of programs are known as 'positive discrimination' noting the favoritism of certain groups who have, in the past, been discriminated against."
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Equal Rights, Equal Obligations, Equal Opportunities, 2000.
This essay discusses women in the military and the law.
1,425 words (approx. 5.7 pages), 1 source, $ 47.95
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Abstract
This paper discusses the legal basis of the situation of women in the military, and relevant court cases such as Hoyt v. Florida, Taylor v. Louisiana, US vs. St. Clair, Rostker v. Goldberg, Craig v. Boren, and Schlesinger vs. Ballard. Discusses myths and truths regarding women and military service. Argues for equal rights, equal obligations, and equal opportunities within military and civilian spheres.
From the paper:
"Men and women are treated unequally in regards to military service. Men are required to register for the Selective Service when they turn 18, while women are exempt. While women are allowed to perform most jobs in the military, they are still restricted from some combat roles. This gender inequality stems from antiquated notions of female weakness and domesticity, which have no legal validity in our society today. Furthermore, limiting women?s roles in the military violates women?s rights to be full and equal citizens of the United States, with all the privileges, obligations, and duties that carries with it."
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