Equal Employment Opportunity
Examines the EEO within the context of major laws and human resources management.
# 59308 | 2,065 words | 7 sources | MLA | 2005 |
Published on Jun 16, 2005 in Business (Management) , African-American Studies (Civil Rights) , Business (Human Resources) , Gender and Sexuality (General) , Ethics (General)
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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)."
Cite this Term Paper:
Equal Employment Opportunity (2005, June 16) Retrieved August 25, 2019, from https://www.academon.com/term-paper/equal-employment-opportunity-59308/
"Equal Employment Opportunity" 16 June 2005. Web. 25 August. 2019. <https://www.academon.com/term-paper/equal-employment-opportunity-59308/>