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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 Laws, 2006.
This paper discusses federal and state, especially Texas, employment laws.
1,185 words (approx. 4.7 pages), 4 sources, APA, $ 40.95
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Abstract
This paper explains that federal employment laws recognize the power position of employers and endeavor to make this employee relationship "fair and equitable" without exploitation. The author points out that the states are the major providers of employment resources and are required to implement the federal employment laws, which generally are the guidelines for the state laws. The paper relates that Texan laws on employment protection are generally conform to the federal laws; however, they may have some additional provisions such as providing a cap for damage awards for violations of non-discrimination laws. Listing of several specific laws.
Table of Contents
Federal Employment Laws
State Employment Laws
Texas Law on Employment Protection
Conclusion
From the Paper
"Every individual has the nature to pursue his/her interests. But when it comes to working together, these interests may often collide with each other's. Therefore, there has to be a balancing act which should ensure the protection of interests of everyone. With a multitude of laws, regulations, statutes and other considerations in the area of employment law, the federal government, through Title VII of the Civil Rights Act (1964), has created a basic framework for employers to ensure that employees are treated fairly on the basis of race, color, religion, sex, national origin, disability, or age, thus reducing their liabilities. One of the outcomes of our forefather's leap into the American experiment is the ability of individual states to enact laws pertaining to their unique situations."
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Federal and Maryland Employment Laws, 2005.
An overview of how Maryland employment laws differ from general federal employment laws.
991 words (approx. 4.0 pages), 1 source, MLA, $ 35.95
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Abstract
This paper discusses how the federal and Maryland state systems of government differ in their application of employment laws. For the most part, the State of Maryland utilizes most of the same employment laws as those mandated by the federal government. It shows that the Maryland Department of Labor, Licensing, and Regulation's Division of Labor and Industry is the governing body for wage and employment law in the state.
From the Paper
"The minimum wage (with some exceptions) is $5.15 per hour in Maryland, just as it is at the federal level. The workweek is 40 hours, and any time worked over 40 hours must be paid as time-and-a-half. The exceptions to this are certain retail mechanics, partspersons, or salespersons who sell or service cars, farm equipment, trailers or trucks, taxicab drivers, executive, administrative and professional employees who meet certain criteria, outside salesmen, commissioned employees, a child, parent, spouse, or other member of the employer's immediate family, and employees of a movie theater ("Maryland Guide," 2004). In addition, agricultural workers in the state must be paid overtime after working 60 hours in a week, and some health care institutions (not hospitals) and bowling alleys pay overtime after 48 hours worked in one week."
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Anti-Discrimination Employment Laws, 2004.
The paper describes the potential differences in the application of anti-discrimination employment laws.
1,356 words (approx. 5.4 pages), 2 sources, APA, $ 47.95
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Abstract
The paper explains that the federal and state systems of government may differ in their application of employment laws. The author points out examples of an employment protection that is provided by the state of California, but not by the federal system. The paper discusses anti-discrimination employment laws, in general.
From the Paper
"Martin Jenkins in "Chain Store Age" explains that the Civil Rights Act of ... prohibits discrimination in a broad array of private conduct including public accommodations governmental services and education. Title VII of the Act prohibits employment discrimination based on race, sex, color, religion and national origin. The Act prohibits discrimination against the aforementioned protected classes in the areas of recruitment, hiring, wages, assignment, promotions, benefits, discipline, discharge, layoffs and almost every aspect of employment. In response to challenges in the Courts, ..."
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Employment Law, 2006.
A discussion on employment law and employee's rights.
1,380 words (approx. 5.5 pages), 6 sources, MLA, $ 47.95
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Abstract
This paper considers six areas where employers must be mindful of employment law especially in today's litigious workplace. It focuses on race, religion, gender, national origin, age and disability. It explores ramifications for employers.
From the Paper
"In today's highly litigious workplace employers must develop employment practices that will prevent them from being sued while ensuring a highly qualified workforce. This requires a rudimentary understanding of key cases in areas ..."
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Federal and Florida Employment Laws, 2005.
This paper discusses Federal and Florida employment laws.
675 words (approx. 2.7 pages), 4 sources, APA, $ 23.95
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Abstract
This article provides a comparison of Federal and Florida employment laws. The writer discusses specific federal labor laws to protect employees from various forms of job discrimination. The writer explains that the Florida laws are similar to federal laws but differ in treatment of children who work in the entertainment industry.
From the Paper
"There are numerous federal laws enforced by a variety of federal institutions that govern employment. Perhaps the most most notable are the federal labor laws that protect employees from job discrimination, if they fall into certain protected categories. These laws are enforced by the United States Equal Employment Opportunity Commission (E.E.O.C.) For example, the Civil Rights Act ..."
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Federal and State Employment Law, 2005.
This paper compares federal and state employment law on several issues.
1,575 words (approx. 6.3 pages), 8 sources, $ 62.95
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Abstract
"This paper reviews the differences and similarities between federal and state employment law on several issues, such as workers' compensation and drug testing. The author points out how the different systems developed. The paper notes how each law may apply to different sets of employees and how different issues may be involved.
From the Paper
"Workers are protected by different aspects of employment law covering everything from proper hiring procedures to employee protection and provision for retirement. Employment law involves both federal and state statutes, and the two may offer differing degrees of protection in some cases. Generally, federal law stands above state law, but states can usually provide more protections than does the federal system so long as state law does not undercut or alter the meaning of federal law. The distinctions can be seen in laws to protect employees, such as those covering workers compensation for on-the-job injuries, and for some requirements placed on employees, such as those for drug testing. Workers' compensation is a form of government-mandated insurance program for those employed in a given state, and there are workers' compensation programs in every state as well as at the federal level."
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Employment Law, 2005.
The paper applies Title VII of the 1964 Civil Rights Act to issues of employment law relating to gender and national origin.
675 words (approx. 2.7 pages), 3 sources, $ 26.95
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Abstract
This paper explains that, based on Title VII of the Civil Rights Act of 1964, discrimination is prohibited in employment of the protected groups as defined by such characteristics as gender and national origin.with The author points out that, Under Title VII, the Equal Employment Opportunity Commission (EEOC) can pursue a case on behalf of a plaintiff. The paper relates cases that have been brought using Title VII in each of these areas.
From the Paper
"Employment law addresses issues of discrimination in terms of a number of dimensions, including gender and national origin. Case law addressing both usually cites Title VII of the Civil Rights Act of 1964. Title VII "prohibits employment discrimination based on race, color, religion, sex and national origin" (The U.S. Equal Employment Opportunity Commission, 1997, para. 1). Cases have been brought applying Title VII to discrimination in each of these areas, sometimes in more than one of these areas at the same time. Under Title VII, the Equal Employment Opportunity Commission (EEOC) can pursue a case on behalf of a plaintiff. The 1980 EEOC guidelines defined sexual harassment. Until 1981, sexual harassment suits were restricted to tangible losses, and the term itself was rarely used. The 1981 case of Bundy v. Jackson created in the courts an awareness of a correlation between sexual harassment and "hostile working environments."
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Labor Unions: Employment Law, 2003.
A discussion on employment law and the use of labor unions in a global economy
1,089 words (approx. 4.4 pages), 4 sources, MLA, $ 37.95
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Abstract
This paper compares and contrasts the union environment on both a national and global scale. It examines how labor unions were established to support workers and protect them from unfair labor practices such as discrimination and poor working conditions. It also looks at how labor unions also supported workers by negotiating better pay, savings and pension plans and creating safe work environments. It evaluates how the lack of unions on a global scale is the main reason why American companies are moving their businesses out of the United States and how this not only hurts the foreign worker, but also creates layoffs and lower wages for Americans.
From the Paper
"Global and national labor unions are also similar because they both strive to provide quality health benefits, wages, and good working conditions. The labor unions can use their strength in numbers to leverage support against non-union companies and aid workers in these companies to organize. For example, Cintas, one of the world's largest uniform suppliers was accused of retaliating against employees who were trying to organize a labor union. Some of these employees were constantly harassed and even fired. Victor Hildago, one of the employees who were fired, contacted the AFL-CIO. The AFL-CIO Executive Council said it would encourage all unions representing workers at unionized companies that were doing business with Cintas, to refuse to renew current contracts with Cintas."
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Employment Laws, 2006.
An examination of the rights of both employers and employees, according to federal guidelines and laws.
1,424 words (approx. 5.7 pages), 5 sources, MLA, $ 47.95
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Abstract
This paper details the crucial role of the Department of Labor in overseeing the rights of the nearly 125 million employees in America. The Department of Labor currently manages in excess of 180 federal laws. It also explores various laws and regulations, which were implemented by the U.S. government to protect both employers and employees such as the Fair Labor Standards Act (FLSA), which imposes standards for wages and overtime pay. This paper also delves into the laws that protect employees against various forms of discrimination including those related to age or physical handicap.
Outline:
Fair Labor Standards Act (FLSA)
Wages and Hours
Workplace Safety and Health
Workers Compensation
Civil Rights Act, 1991
Age Discrimination in Employment Act (ADEA)
Employment Verification System
Equal Employment Opportunity Commission (EEOC)
Instance of Employment Protection Provided in the State System but Not by the Federal System
From the Paper
"The Department of Labor is empowered to recover back wages, either through administrative action or by way of Court action, in case of employees who have been paid less in infringement of the law. Infringement might attract either civil or criminal action. Penalty up to $11,000 per instance of infringement might be assessed against employers who infringe upon the child labor provisions of the law and up to $1,000 per infringement against employers who intentionally or frequently infringe upon the minimum wage or overtime provisions of pay. This law bans discriminating against or discharging workers who report a complaint or take part in any proceedings under the provisions of the Act."
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Employment Law, State and Federal, 2006.
Discusses how the federal and state systems of government differ.
920 words (approx. 3.7 pages), 3 sources, APA, $ 31.95
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Abstract
This paper discusses and describes how the federal and state systems of government may or may not differ in their application of employment laws. The paper includes specific examples of employment protections provided by the Florida state system, but not by the federal system.
From the Paper
"Employment law is that branch of the law that deals with employer-employee relations, work hours workplace conditions and related matters. Most elements of employment law fall under civil law ..."
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State and Federal Employment Systems, 2006.
A comparison between federal employment laws and New Hampshire state laws of employment.
1,235 words (approx. 4.9 pages), 3 sources, MLA, $ 42.95
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Abstract
This paper introduces, discusses and analyzes the topic of employment law. Specifically the paper discusses how the federal and New Hampshire state systems of government may or may not differ in their application of employment laws. Federal employment laws set the standard for most state laws.
From the Paper
"New Hampshire also has a statute regarding "displaced homemakers" that covers older women who may have been absent from the workforce for many years, and are suddenly displaced due to death, divorce, or other occurrences. The state offers assistance to these women, training for new jobs, and employment assistance. This is also a statute that is not represented in the federal employment laws. It is clear this must be a problem in New Hampshire because lawmakers felt it needed to be addressed. This statue originally took effect in 1979, so it seems New Hampshire is more forward thinking than many other states who do not yet address this issue."
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Disclosing HIV Status to an Employer, 2006.
An overview of laws governing the employment of people with HIV and how these affect their medical care.
773 words (approx. 3.1 pages), 3 sources, MLA, $ 27.95
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Abstract
This paper discusses the laws regarding the employment of peoples that are HIV positive and how those laws impact their lives regarding medical care. In particular, the paper discusses the role that the health organizations, Medicare and Medicaid, have in providing care to people infected with HIV or AIDS. The paper concludes that Medicaid plays a critical role in the lives of individuals with HIV/AIDS and will continue to do so more as the population of individuals grows.
From the Paper
"There is no legal obligation to disclose HIV status to an employer unless it in some way affects the way job abilities are performed. The reason why is that HIV cannot be transmitted through casual contact at the workplace. There are exceptions to this rule, including professions such as surgeon or emergency room nurse, where someone could be exposed to your blood. The law does not require an employer to be sympathetic; disclosure can result in disappointment."
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Employment Agencies and Potential Employers, 2004.
Explains how to build good business relations between a job placement agency and the companies with which the agency works.
2,941 words (approx. 11.8 pages), 18 sources, APA, $ 87.95
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Abstract
This paper provides a job placement agency with a road map for building good business relationships with companies that would be most promising as potential employers for the job seekers listed with the agency. The paper examines companies in three U.S. market sectors: finance, the food industry, and hi-tech. The candidates for employment, the business climate, and the companies that offer potential employment are each reviewed and analyzed by this paper.
The Candidates
The Business Climate: Industrial and Occupational Outlook
Fortune 100 Companies to Target
From the Paper
"Many of the candidates served by this agency are a lot like a woman profiled by the Wall Street Journal last year. Morgan Hezlep, 31 at the time, graduated from St. Leo University, a small school with both a campus in Florida, and a well-regarded online degree program. While flying 200,000 miles in two years as a computer consultant, Hezlep earned a degree in computer information systems. Instead pf watching the in-flight movies, she 'attended' class by downloading lectures by St. Leo's faculty and completing homework assignments. While Hezlep wanted the degree so she could attend law school, in the usual fashion, many of our candidates earned their degree in similar non-traditional ways, but want traditional, but better, jobs. St. Leo's is not a 'correspondence' school, but a real university with a real football team, as the Wall Street Journal article points out. (Grimes, Feb. 20, 2003) That accords with the backgrounds of many of our candidates. While they may have gotten degrees at non-traditional life stages, perhaps after working for a few years and going to school at night, or in an accelerated 2-plus-year business administration course, very few earned their degrees in a completely correspondence-based college. This is useful information to have in presenting these candidates to the employers; some prefer candidates whose degrees are from 'bricks and mortar' colleges, rather than online ones."
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Labor Law, 2004.
This paper studies labor law and its ramifications for employers and employees alike.
904 words (approx. 3.6 pages), 3 sources, MLA, $ 31.95
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Abstract
This paper explores labor law. The paper presents two cases illustrating disparate treatment and disparate impact and includes a brief description of the relevant facts, the ruling and reasoning of the court and finally the specific implications of the ruling for an employment environment. The paper answers these questions: What are some measures a company can take to reasonably accommodate people with disabilities, or those with a known drug abuse problem? Should factors like personality, attitude toward work and future upward mobility be considered when hiring?
From the Paper
"Discrimination can be the result of both intentional and unintentional motives. The willful intention to discriminate against an individual or group based on their race, gender, religion, national origin or disability is called disparate treatment. Disparate impact refers to a practice or policy that appears to be neutral on its face but negatively impacts a particular group, such as women or older workers. Disparate impact uses a circumstantial method to prove discrimination."
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