| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "EQUAL PAY COMPENSATION DISCRIMINATION": |
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Equal Pay and Compensation Discrimination, 2007.
An analysis of the equal pay and compensation discrimination 2001 State labor legislation and its inclusions and exclusions.
3,580 words (approx. 14.3 pages), 9 sources, MLA, $ 100.95
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Abstract
This paper discusses the 2001 State labor legislation with regard to equal pay and compensation discrimination. It discusses what was included in the new legislation, as well as what was excluded. The paper particularly discusses discrimination issues related to pregnancy, age, gender, race and social networks. The paper also discusses issues related to performance and rewards.
Table of Contents:
Introduction
According to Gender
Equal Pay Act of 1963
Pregnancy Discrimination
According to Race
According to Social Networks
According to Age
According to Corporate Culture
According to Performance and Rewards
Conclusion
From the Paper
"EPA provides protection to employees of the opposite sex who work within the same organization (Bland 1999). EPA applies to an employer who has two or more employees and who is subject to the Fair Labor Standards Act or FLSA. Employees may sue managers or supervisors who exercise control over them. They are, thus, considered "employers." EPA recognizes exemptions to its rule. These are unequal skills, unequal effort, unequal responsibility, dissimilar working conditions and differences in seniority and merit systems. The courts also recognize legitimate grounds for pay inequity. These are longevity or service; disciplinary action, such as demotion. The courts, however, prohibit unequal pay to male and female employees when the pay is based on the employee's previous pay; on account of the average cost of employing workers of one gender as greater than of the opposite; and when based solely on the grounds that the employees worked on different shifts (Bland)."
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Pay Equity vs. Pay Equality, 2002.
Examining the phenomenon of the gaps in wages between men and women in the United States.
1,158 words (approx. 4.6 pages), 7 sources, MLA, $ 39.95
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Abstract
This paper discusses the sensitive issue of pay inequality between men and woman. The writer shows that despite laws passed as far back as 1963, a relatively large gap still exists, and the highest percentage is during peak earning ages (25-54 years old). The paper examines the factors that have contributed to this earning gap and also discusses programs which have been institutionalized in an attempt to decrease the inequality in earning between genders.
From the Paper
"In 1963, President Kennedy signed the Equal Pay Act into law, making it unlawful to discriminate against a worker on the basis of sex. Since that time, the wage gap between men and women in the United States has narrowed by just 15 cents, now being 74 cents, as reported by the U.S. Census Bureau."
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Labor Market Discrimination, 2002.
This paper discusses various types of discrimination in the labor market, especially discrimination against women.
2,810 words (approx. 11.2 pages), 11 sources, MLA, $ 83.95
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Abstract
This paper defines discrimination as an insidious factor, which prevents one or more individuals from getting the same treatment, remuneration, and opportunities that others who belong to the same category, with the same qualifications, the same abilities and capabilities get from a business enterprise, whether private or government-owned. The author points out that, in corporate discussions, men have a tendency to interrupt women and to decide on the agenda more than women interrupt men or decide on discussion topics; women?s interruptions are seen as violations of norms of subservient behavior; whereas, men?s interruptions are encouraged. The paper relates that gender discrimination is illegal according to the Title VII of the Civil Rights Act of 1964, as amended, which covers employers with 15 or more full-time or part-time employers and prohibits discrimination in hiring, firing and other conditions of employment on the basis of race, color, religion, sex or national origin.
Table of Contents
Introduction: Types of Discrimination in the Labor Market
Wage Discrimination
Occupational Discrimination
Human Capital Discrimination
Case Study: Discrimination Cases Against Wal-Mart
Gender Discrimination - Definition
How Gender Bias Influences the Wages of Women
Wage Disparity
Illegality of Pay Discrimination
Economic Disparities by Gender, Race, and Ethnicity
Women?s Working Conditions
Glass Ceiling
Sexual harassment
Impact of Gender Discrimination ? Gender and Production Possibilities
Solutions:
Government Acts ? Civil Rights Acts Affirmative Action
Conclusion
From the Paper
"Wal-Mart, the biggest supermarket in the United States has had its fair share of lawsuits involving racial discrimination, sexual harassment, age discrimination and other employment problems. The costliest is a class suit, which, if won by the accusers, could result in Wal-Mart paying hundreds of millions of dollars in damages to some 700,000 women workers. The women hope to be able to ?shatter the largest glass ceiling, at Wal-Mart,? dismantle procedures and practices and allow women workers better options at work."
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Gender Discrimination, 2002.
An analysis of gender discrimination and unequal pay.
1,150 words (approx. 4.6 pages), 6 sources, $ 44.95
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Abstract
This paper examines why men and women get paid differently for the same type of job, and discusses possible solutions to gender discrimination and unequal pay.
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Discrimination in the Modern Workplace, 2001.
This paper takes a look at the issue of discrimination of employees in a workplace. It defines what discrimination is and examines different forms of discrimination.
1,400 words (approx. 5.6 pages), 7 sources, MLA, $ 46.95
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Abstract
The writer of this paper addresses this sensitive issue which has come to light more due to the globalization of many companies. The paper examines different forms of discrimination such as race, sex, national origin, religion, age and disability. It also looks at manners in which one can be discriminated against.
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."
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Compensation, 2007.
A discussion on worker's compensation and its uses in employee motivation.
1,331 words (approx. 5.3 pages), 10 sources, APA, $ 44.95
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Abstract
The paper discusses how companies use compensation as a means of employee motivation. The paper examines various methods of worker's compensation, including 'equity-based' compensation plans, wherein ownership of the company is offered to the top workers of the company. The paper further examines incentive plans such as 'profit-sharing', wherein the company will undertake to donate a small percentage of its pre-tax profits to a savings pool, which would later on be divided among deserving employees. The paper concludes that a good compensation plan leads to better employee motivation, and increased efficiency, output and productivity.
Outline:
Definitions of Compensation
Goals of compensation
Different types of compensation plans generally used by a company
Methods generally used to determine compensation
Why do compensation packages differ?
Conclusion
References
From the Paper
"As far as human resources are concerned, compensation refers to the pay structures within any particular organization. Some of the primary issues regarding compensation are: how much is a company to pay a worker, in order to attract him, and then keep him, and then keep him completely motivated so that he does not move over to another company. Must the company offer to pay the employee a salary, or rewards? Must the company pay benefits to its workers, and if so, what must be the amount, and how exactly must it be paid? Can there be a distinct difference regarding the pay scale for high performers, as compared to that of lower performers? Would it be a better idea if the company were to provide stock options and stock bonuses for the employees of the company?"
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Discrimination in the Workplace, 2006.
This in-depth paper analyzes the issue of discrimination in the workplace, while supplying a comprehensive evaluation to key issues relevant to this topic.
3,067 words (approx. 12.3 pages), 7 sources, MLA, $ 89.95
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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."
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Discrimination in the Workplace, 2007.
A discussion on discrimination against homosexuals in the workplace.
1,907 words (approx. 7.6 pages), 6 sources, APA, $ 60.95
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Abstract
The paper examines discrimination in the workplace as it relates to homosexuals. The research indicates that workplace discrimination against homosexuals does occur and that such discrimination can have lasting effects. The paper examines how there is no federal law that prohibits discrimination against homosexuals in the workplace, however many states have laws against such discrimination. The paper includes a survey of questions related to homosexual discrimination in the workplace. The survey indicates that human resource managers are concerned about discrimination based on sexual orientation and believe that companies should have anti-discrimination policies that are inclusive of sexual orientation.
Outline:
Introduction
Defining Discrimination Against Homosexuals In The Workplace
Discrimination Against Homosexuals In The Workplace
Survey
Findings of this Survey
Conclusion
References
From the Paper
"Although the federal government has been slow to act regarding federal law that prohibits discrimination based on sexual orientation, there are several state and local governments that have legislation that prohibits discrimination based on sexual orientation. In fact, at least 12 states and Washington, D.C. have laws that ban discrimination based on sexual orientation (Horvath & Ryan 2003). In addition, there is a executive order that prohibits discrimination on the basis of sexual orientation within the federal government (Sexual Orientation Discrimination in the Workplace)."
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Beauty and Discrimination in Modern Society, 2002.
A discussion on how beauty discrimination is similar to racial or sexual discrimination.
1,400 words (approx. 5.6 pages), 2 sources, $ 53.95
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Abstract
This essay will argue that such discrimination is logically analogous to racial or sexual discrimination. However, this discrimination becomes morally justifiable if we acknowledge that human relations are also generally economic relations.
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Employment Discrimination, 2004.
This paper defines ?employment discrimination? and identifies the sections of the society most likely to become its victims.
1,305 words (approx. 5.2 pages), 4 sources, APA, $ 44.95
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Abstract
This paper explains that the most important legislation in connection with employment discrimination is Title VII of the Civil Rights Act of 1964, which clearly states that employers cannot discriminate of sex, color, or race. The author points out that, as long as a person is able and willing to work, he or she cannot be discriminated against, provided their skills match the job for which they have applied. The paper reviews six rules, which should be part of every employment evaluation process: consistency, bias suppression, accuracy, correctability, representativeness, and ethicality.
Table of Contents
Definition: Employment Discrimination
Discrimination on the Basis of Sex
Discrimination on the Basis of Race
Age Discrimination
Discrimination on the Basis of Disability
Rules of Evaluation
From the Paper
"Discrimination on the basis of race is a very old issue and concern. Organizations today try their best to minimize risks of discrimination, on the basis of racial background, but the problem still exists and it plagues our organizational culture in the United States. Racial discrimination is obvious and thus can be easily detected; almost 78 percent of working Americans believe that their employers discriminate on the basis of race. One of my very close friends became victim of reverse discrimination when she was denied a job she deserved on the basis of company?s fixed quota for minorities. While Debra is extremely bright and quite a diligent worker, she was denied an entry level job at JC Penny and instead a black woman, slightly older than herself, got that job simply because the company had a policy of hiring as many black employees in a year as whites."
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Obesity and Discrimination, 2002.
A discussion of weight-based discrimination and harassment.
4,879 words (approx. 19.5 pages), 20 sources, MLA, $ 124.95
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Abstract
This paper looks at how bias against overweight and obese individuals is perhaps the last form of acceptable discrimination. It shows how overweight people are subject to both subtle and blatant forms of discrimination, from childhood to adulthood and how discrimination occurs in family, social and professional situations as well. It takes an interdisciplinary approach to the issue of obesity and discrimination, drawing on diverse literature from fields including psychology, law, pediatrics and economics. The extent of discrimination is explored through a critical survey and integration of current research on the social and professional effects of obesity.
Outline
Introduction
Definition of Terms
Statistics on the Overweight and Obese
Effects of Weight-based Discrimination
Reasons Behind the Discrimination
Advocacy for the Overweight and Obese
Conclusion
From the Paper
"Roehling (1999) believes that most weight-based discrimination stems from the fact that we "tend to blame overweight people for their condition." Discrimination based on weight is seen as more acceptable because, unlike race or gender, people see bodyweight as a choice, not an immutable characteristic (Roehling 2002). This argument stems from the misconception that obesity is a voluntary condition, that overweight people could lose weight simply if they stopped eating and shored up their willpower (Solovay 2000). However, research has since shown that this is not true, and that obesity is caused by a variety of genetic, psychological, physiological and even environmental factors. These could include a deficiency in leptin hormones and the "thrifty gene." In fact, trying to lose weight is often accompanied by significant health risks (Roehling 2002)."
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Broadband Compensation, 2002.
A discussion of broadband compensation as an effective solution to employee compensation.
2,150 words (approx. 8.6 pages), 4 sources, $ 80.95
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Abstract
This paper explains the trends used for managing compensation, using broadband for salary administration, how broadband improves pay for performance, how broadband should drive organizational change, how broadbands are used for small portion of employees, how broadbands increases payroll costs and decrease control, the benefits of broadbands and why do employee like broadbands.
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Positive Discrimination and Racism, 2007.
A discussion regarding whether positive discrimination (affirmative action) is essential in order to eradicate racism and discrimination against Asians and Blacks.
5,512 words (approx. 22.0 pages), 27 sources, MLA, $ 134.95
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Abstract
This research paper explores affirmative action policies and makes the case that the adoption of affirmative action policies would defeat the original intent of racial discrimination laws. The paper supports the position that affirmative action is a bad idea and that it has the potential to reverse the progress made in regards to ending discrimination against blacks and Asians in the UK.
Outline:
The Controversy
Affirmative Action in the UK
The Effects of Affirmative Action in the United States
Affirmative Action in India and Brazil
Heart of the Problem
Solutions
From the Paper
"However, that is not to say that quotas do not have their place. Areas that are apparently "white" dominated need to be aware of the situation so that they can make a conscious effort to correct the situation. However, instead of being mandated and threatened with economic sanctions, partnering efforts between the private sector and government need to be initiated that specifically address the problem. Partnership between business and government is the key to the solution, not shifting all of the burden to the private sector. The manner in which the current proposal is written shifts the lion's share of responsibility from the government to the private sector. This type of blaming and shirking of responsibility will place an undue burden on the private sector that could have the effect of stunting economic growth. Business and government need to see affirmative action as a partnership rather than a mandate. "
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Discrimination, 2002.
A look at the issue of discrimination in the American educational system with an empahsis on the discrimination faced by Hispanic-Americans.
1,150 words (approx. 4.6 pages), 5 sources, $ 44.95
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Abstract
This paper discusses discrimination in American public and higher education, especially in regard to Hispanic-Americans. Focusing upon distinctive ethnic learning styles, the paper concludes that many Hispanic-American students suffer academic discrimination because teachers don't understand how important ethnic learning styles are to a student's success.
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Female Faculty Compensation, 2007.
An in-depth examination of the issue of gender compensation disparity at America's colleges and universities.
19,591 words (approx. 78.4 pages), 42 sources, MLA, $ 249.95
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Abstract
The paper studies the perceptions and realities of female faculty compensation at American colleges and universities. The paper determines that faculty women earn lower salaries than faculty men and they tend to occupy, in noticeably larger proportions, the lower rungs of the academic hierarchy. The paper discusses how disparities in women's pay and promotions are reflections of the wider society's prejudices and preconceptions. The paper recommends that college and university faculty and administrators work together to change views and institute real programs to change these long-established prejudices. The paper includes appendices.
Outline:
Chapter 1: Introduction
Background: Equality and the Workplace
Statement of the Problem
Research Questions
Significance of the Study
Research Design and Methodology
Organization of the Study
Chapter 2 : Literature Review
Equality in the Workplace as a Reflection of Equality in Society
Chapter 3: Gender Pay Inequity Among College and University Faculty
Why is Gender Pay Inequity Important?
The Value of One's Work and the Gender Inequality Experience
Chapter 4: Gender Pay Inequity Among College and University Faculty: Belief Vs Reality
The Beliefs
The Realities
Chapter 5: Conclusion
Introduction
Summary
Recommendations
From the Paper
"American society has changed dramatically in recent decades, and with it, the American workplace. Age-old assumptions and practices have been given up in favor of new outlooks and techniques. The last third of the Twentieth Century was a time of leveling, a period in which long oppressed groups fought for and, in many cases, gained their rights. Americans on all rungs of the socio-economic ladder looked at, and re-evaluated, the fundamental premises and promises of their nation and society. The United States was a country conceived in liberty, justice, and equality for all, principals that had not always been lived up to; opportunities that had not always been made available to all. After a long and hard struggle, ethnic and religious minorities obtained equality under the law. They fought for and won equal recognition in the voting booth, in the restaurants, clubs, schools, and the workplace. Conscientious citizens looked beyond the obvious minorities and discovered a full half of the American population that was suffering from discrimination. From the beginning, America's women had been denied their right to a full and equal participation in the American dream."
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