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HRM/300 Fundamentals of Human Resource ManagementEmployment Laws ChartComplete the chart below using information from the weekly readings and additional research if necessary. Employment LawDescription andRequirement of LawCourt CaseInfluential toEstablishment ofLawImportance of Law WorkplaceApplicationCivil Rights Act of 1964Do not allow discrimination on the basis of sex, or race in during the hiring, promoting, and firing process. Heart of Atlanta Motel Inc. v.United States, 379 U.S. 241 (1964)It is unlawful for any employer to fail or refuse to hire or discharge any individual, or discriminate against any individual with respect to his or her compensation, terms, conditions, privileges or employment. Due to their, race, color, religion, sex, or national origin. Sex, Age, Race, Gender, Marital StatusEqual Employment Opportunity ActThis act gives the gives the Equal Employment Opportunity Commission (EEOC).The authority to sue in federal courts when there isa reasonable cause that there has been employment discrimination based on his orher race, color, religion, sex, or national origin.Title VII of the act created the Equal Employment Opportunity Commission (EEOC) to implement the law.the EEOC enforces the law set forth by the federal courts to prohibit discrimination against race, color, religion, sex, national origin, disability, or age. And the same goes for when promoting and firing these are all protected classes.Sex, Race, Color, Religion,or National OrginEqual Pay ActStarted in 1963 This act allows women the right to have the same rights as men in the work force, allowing women to make the same as men in the work force, equal work equal pay.There were two court cases that help decide the Equal Pay Act.Schultz v. Wheaton Glass Co.(1970), U.S. Court of Appealsfor the Third Circuit. And Corning Glass Works v. Brennan (1974), U.S. To allow women to receive equal pay as the men for the same type of job. Women being treated as equals.Gender, Pay Rate, Race,HRM/300 Fundamentals of Human Resource ManagementSupreme CourtAge Discrimination in Employment Act of 1967Age discrimination involves not treating someone of a different age of like 45 any differently than some who is 30U.S. government enacted Title VII of the 1964 Civil Rights Act. This act radically changed working life in the United States. The core of Title VII was to prohibit discrimination in employmentbased on race, color, sex, national origin, or religion. This act allows all ages to be treated the same and not any differently than the other. If someone is 25 and applies fora mangers position then comes a 30 year old applying for the same position. The jobshould be decided on the experience not the age of the individualAge, Gender, RaceAmericans with DisabilitiesAct of 1990Prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against individuals that are qualified for the job, but are in a wheelchair or can’t hear or have some form of disability.The Rehabilitation Act as they use for ADA Title I employment cases. The decisions of the Circuit Courts of Appeals and the U.S. Supreme Court hearing these cases have affected implementation and enforcement of the ADA. This act helps to prohibit discrimination against any qualified individuals that has disabilities, but are knowledgeable and can perform the job requirements.Age, Gender, Race, Religion, SexCivil Rights Act of 1991This act was re-inacted from the 1964 act which is still in place to not discriminate against sex, or race in during the hiring, promoting, and firing process.Price Waterhouse v. Hopkins (1989) and Wards Cove Packing Co. v. Antonio (1989).The Act placed statutory capson the amount of damages that could be awarded for future pecuniary losses, pain and suffering, and punitive damages, based on employer size. Age, Gender, Race, Sex, ReligionHRM/300 Fundamentals of Human Resource ManagementFamily and Medical Leave Act (FMLA) of 1993The FMLA entitles eligible employers to take unpaid, job-protected leave for specified family and medical reasons. However the employee needs to have continuous health insurance.City of Boerne v. Flores (1997), Citing Bradwell v. Illinois and Goesaert v. ClearyAllows an employee, twenty-six workweeks of leave during a single 12-month period to care for and tend to a serious injury or illness witha leave of absence. This act isdesigned to help employees balance their work and familyresponsibilities.Sex, Age, Gender, Religion, Medical HistoryPrivacy Act of 1974The act helps to insure individuals are protected and their information is not share with third parties. Like social security numbers, date of birth, address etc.In 1973, the Department of Health, Education, and Welfare (HEW) issued a report entitled Records, Computers, and the Rights of Citizens. This report recommended that Congress enact legislation adopting a Code of Fair Information practice for automated personal data systems.This act is in place so that no personal information is sold or acquired by other companies or third parties. Information obtain is kept secured and private.Sharing or selling of personal information. Address, Phone Number, Social Security Number, Date of Birth, AgeDrug-Free Workplace Act of 1988Requires that all employees take and pass a drug screen test. Before employment is granted or offered.The drug-testing movement began in 1986, when former President Ronald Reagan signed Executive Order 12564, requiring all federal employees to refrain from using illegal drugs, on or off-duty, as a condition of federalemployment.The Law requires that all Government employees, contractors abide by the drug free workplace act by having all individuals take drug tests.Drug tests, Age, Gender,Social SecurityPolygraph Protection Act of 1988 This act is put forth not allowing business to perform polygraph tests during the Developed primarily because of concerns about the reliability of the tests. del Places of employment are notallowed at any time to perform any type of N/A not used on or for a work place applicationHRM/300 Fundamentals of Human Resource Managementscreening or employment of ajob to try and obtain additional information.Canto v. ITT Sheraton Corp and Fallin v. Mindis Metals, Inc.polygraph test on individuals that are applying for jobs. It isnot to be any part of the screening process.Worker Adjustment and Retraining Notification Act (WARN) of 1988T his act offers protection


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