Module 2-1

Equal Opportunity and

the Law 2

Module 2-2

Learning Objectives

1. Explain the importance of and list the basic features of Title VII of the 1964 Civil Rights Act and at least five other equal employment laws.

2. Explain how to avoid and deal with accusations of sexual harassment at work.

3. Define adverse impact and explain how it is proved.

4. Explain and illustrate two defenses you can use in the event of discriminatory practice allegations.

Module 2-3

Learning Objectives

5.Cite specific discriminatory personnel

management practices in recruitment, selection,

promotion, transfer, layoffs, and benefits.

6.List the steps in the EEOC enforcement process.

7.Discuss why diversity management is important

and how to institutionalize a diversity

management program.

Module 2-4

The importance and basic

features of Title VII of the

1964 Civil Rights Act and

other equal employment

laws

Module 2-5

Equal Employment

Opportunity 1964–1991

Module 2-6

Title VII of the 1964 Civil

Rights Act

• Title VII of the 1964

Civil Rights Act

oWho Does Title VII

Cover?

oThe EEOC

Module 2-7

Executive Orders

• Signed into law by

various presidents

• Affirmative Action

• Office of Federal

Contract Compliance

Programs (OFCCP)

Module 2-8

Equal Pay Act of 1963

• Unlawful to discriminate on basis of

sex

• Jobs involve:

oEqual work

oEquivalent skills

oSimilar conditions

Module 2-9

Age Discrimination in

Employment Act of 1967

• Under ADEA, no discrimination for

those between 40 – 65

• No slack for employer if fired

employee replaced by one much

younger

Module 2-10

Vocational Rehabilitation

Act of 1973

• Federal contracts >

$2,500.

• Affirmative Action

• Reasonable

accommodations

Module 2-11

Pregnancy Discrimination

Act of 1978

• Prohibits using pregnancy, childbirth,

or related medical conditions to

discriminate in:

o hiring

opromotion

osuspension, or

odischarge

Module 2-12

Federal Agency Guidelines

• EEOC

• Civil Service Commission

• Department of Labor (DOL)

• Department of Justice (DOJ)

Module 2-13

Early Court Decisions, Equal

Employment Opportunity

• Griggs v. Duke

power company

• Albemarle paper

company v.

Moody

Module 2-14

Review • Title VII of the 1964 Civil Rights Act

• Executive Orders

• The Equal Pay Act

• The Vocational Rehabilitation Act

• The Pregnancy Discrimination Act

• Federal agency guidelines

• Court decisions on equal employment

Module 2-15

Equal Employment

Opportunity

1990–91–present

Module 2-16

The Civil Rights Act of 1991

• Burden of proof

• Money damages

• Mixed motives

Module 2-17

The Americans with

Disabilities Act

• Mental impairments and the ADA

• Qualified individual

• Reasonable accommodation

• Traditional employer defenses

• The “new” ADA

Module 2-18

Genetic Information

Nondiscrimination Act of 2008

(GINA)

• Genetic information

• Employers

• Health insurers

Module 2-19

State & Local EEO Laws

• State and local employment

discrimination

• Coverage

• Employment opportunity agencies

Module 2-20

Review

• Legal terminology

• The Civil Rights Act of 1991

• Americans with Disabilities Act

• Genetic Information

Nondiscrimination Act

• State and local EOO laws

Module 2-21

Avoiding and dealing with

accusations of sexual

harassment at work

Module 2-22

Sexual Harassment

• Affirmative action duty

• Federal Violence Against Women Act

of 1994

• What is sexual harassment

Module 2-23

Sexual Harassment

• Proving sexual

harassment

• When is the

environment hostile?

Module 2-24

Sexual Harassment

• Supreme Court decisions

• Implications

• When the law isn’t enough

• What the employee can do

Module 2-25

Review

• Sexual harassment

• Affirmative Action duty

• Federal Violence Against Women Act

1994

• Supreme Court decisions

Module 2-26

Defenses against

discrimination allegations

Module 2-27

Defining and Proving

Adverse Impact

• Disparate

treatment

• Disparate

impact

Module 2-28

The Central Role of

Adverse Impact

• Showing adverse impact

oDisparate rejection rates

oThe Standard Deviation Rule

oRestricted policy

oPopulation comparisons

oMcDonnell-Douglas Test

Module 2-29

Two Defenses Employers

may Use in the Event of

Discriminatory Practice

Allegations.

Module 2-30

Bona Fide Occupational

Qualification (BFOQ)

• Age

• Religion

• Gender

• National origin

Module 2-31

Other Adverse Impact

Issues

• Business Necessity

• Other considerations

oGood intentions

oCollective Bargaining Agreements

(CBA)

oDefense not only recourse

Module 2-32

Review

• Disparate treatment and impact

• The Central Role of Adverse Impact

• Employer defenses

• Other Adverse Impact Issues

Module 2-33

Specific discriminatory

personnel management

practices

Module 2-34

Illustrative Discriminatory

Employment Practices

• What you can and cannot do

• Recruitment

oWord-of-mouth

oMisleading information

oHelp wanted ads

Module 2-35

Illustrative Discriminatory

Employment Practices

• Examples of selection standards

oEducational requirements

oTests

oPhysical characteristics

oArrest records

oApplication forms

Module 2-36

Sample Discriminatory

Promotion, Transfer

and Layoff Practices

• Personal appearance

oDress

oHair

oUniforms

oTattoos, body piercings

• Supervisor knowledge

Module 2-37

Review

• Illustrative Discriminatory

Employment Practices

• Examples of selection standards

• Sample Discriminatory Promotion,

Transfer and Layoff Practices

Module 2-38

The steps in the EEOC

enforcement process

Module 2-39

The EEOC Enforcement

Process • File charge

• Charge acceptance

• Serve notice

• Investigation

• Cause/no cause

• Conciliation

• Notice to sue

Module 2-40

The EEOC Enforcement

Process

• Voluntary mediation

• Mandatory arbitration

of discrimination claims

Module 2-41

Review

• The EEOC Enforcement Process

oSeven-step process

• The EEOC Enforcement Process

oVoluntary mediation

oMandatory arbitration of discrimination

claims

Module 2-42

Why diversity management

is important and how to

institutionalize a diversity

management program

Module 2-43

Diversity Management and

Affirmative Action Programs

• Diversity pros and cons

oStereotyping

oDiscrimination

oTokenism

oEthnocentrism

oGender-role stereotypes

Module 2-44

Diversity Management and

Affirmative Action Programs

• Managing diversity

• Encouraging

inclusiveness

• Multicultural

consciousness

Module 2-45

Diversity Management and

Affirmative Action Programs

• EEO vs. Affirmative

Action

• Implementing an

Affirmative Action

Program

• Reverse discrimination

Module 2-46

Review

• Diversity management and Affirmative

Action programs

• Diversity benefits

• Managing diversity

• EEO vs. Affirmative Action