Fair Employment Practices Committee - Research Paper Example

? Final Exam Question Fair Employment Practices Committee (FEPC)-This is a commission signed by President Roosevelt on June 25, 1941 under executive order 8802 creating the Fair Employ practice Committee. The function of the order was to ban racial discrimination, creed, color or the national origin in the industry. The president declared that there should be no racial discrimination in the employment sector. This order was because of the realization of the discrimination for the African Americans. The main function of the order was to empower the Fair Employment Practices Committee to inspect complaints and take action in against alleged employment discrimination. This order faced many challenges with the migration of the African American to from southern to demonstrate against the violation of the order (Richard 78). This order helped the country during the war that emerged later with the African Americans being referred as janitors in the military sector. Civil Rights Act of 1964- In July 2, 1964, this Act got its creation as a landmark piece of civil rights in the United States in order to outlaw the major forms of discrimination against race, color, religion, sex, and women. The act ended the Jim Crow rules upheld by the Supreme Court that held the racial segregation purported as separate but equal and was constitutional. A congress later saw the benefits of the Civil Rights Act and expanded it to strengthen enforcement of the fundamental rights. During the proposed hearings by the Judiciary committee on the proposed legislation led to the amendment of the bill to broaden the scope of protections. These changes strengthen President Kennedy’s original proposal on the response to the turbulent summer that saw several incidents of racially aggravated hostility across the south. After a continued fight against its approval, the country saw the benefits of the bill that saw the president in that particular time signs it into law. Equal Employment Opportunity Commission (EEOC)- This federal law enforcement agency enacts laws against workplace discrimination. It encompasses some other laws like the title of the Civil Rights Act 1964, the Equal Pay Act of 1963, which protects men and women who perform equal work in the same founding from sex- based discrimination. It also covers Age Discrimination in Employment of 1967, which protects folks above 40 years of age, or older (Hay 100). The United States Employment Opportunity Commission enforces all the above laws and provides an oversight and harmonization of all equal employment opportunity regulations, practices, and policies. Age Discrimination in Employment Act (ADEA) OF 1967- This protects folks of 40 years of age and above from employment discrimination. This applies both job applicant and employees. According to the law, it is illegal to discriminate any person because of age with respect to any term, condition, privilege of service. This includes hiring, sacking, endorsement, layoff, reimbursement, paybacks, training, and job assignments. It applies to those employers with 20 or more workers including state, local governments, employment agencies, labor organizations, and the federal government. This has helped the government from risks associated with equal considerations in the workplace. Americans with Disabilities Act of 1973- It is a federal law enacted on September 26, 1973 and is known as the Rehabilitation Act of 1973 that replaces the Vocational rehabilitation Act. It covers those individuals with a special history of handicaps or any health complications. Special programs held to pay tribute to people with disabilities prohibits discrimination against any disability in the agencies, in programs receiving Federal Financial assistance, employment among others. This helps value the contribution from those with disabilities. Question 2 Some people remain more fortunate than others in which they remain promoted while others stay at the middle or at the bottom of the positional ladder. This rise in rank might not be a result of inexperience or lack of capabilities. Many activists claim that factors of race or gender might contribute to that (Hay 123). As such, such metaphors like the Glass ceilings refer to the barriers that prevent women and minorities from moving up in the ranks despite their capabilities and the experiences. Men benefits from these barriers and obtain better jobs in which they lack the experiences. Glass wall is slightly different, which is a barrier that prevents a woman or minority from heartbreaking to a rank that has promotional ladder. This does not completely prevent the woman from accessing job, but literally takes away the opportunity for the said group to receive the promotion. The glass wall effect I used today with an association of the sticky floor effect and become inherently interchangeable. The sticky floor effect refers to women trapped in a low-paying job with no opportunity for development. Trap doors are the common mechanism in survival multiplayer built to by players to kill other players in the work place. The mostly affected are the women or minorities. These effects remain as illegal since they lack ethics in the work place. These practices should remain illegalized in the workplace since they do not conform to the laws established in the workplace. The illegalization should also be based on the disadvantages such practices pose to worker and the entire organization. Family and Medical Leave Act of 1993 signed in United States federal law requires covered employers to provide employees job-protected and unpaid leave for qualified medicals well as family reasons. The qualified medical and family covers include personal or family illness, family military leave, pregnancy, and adoption. The Wage and Hour Division in United States administers this bill. It intends to balance the demands of the workplace with the needs of the family. Part time job is a form of employment that carries fewer hours less than 30 and 35 hours in a week. As a unique for of employment, it has drawn the interest of job seekers and employers based on the many advantages it accrues to both parties. Reports from the International Labor Organization say the number of part time workers in other countries has increased apart from United States. According to the Bureau of Labor Statistics, more part time workers move from the part time jobs to full time jobs. This is because the part time employees are not entitled to employee’s benefits, such as health insurance. Access to these benefits is greater in the medium and larger in the private industry establishment than in small establishments in the United States (Richard 239). They vary in the place of work. As an employee of the departmental state, you will entrance to a number of healthcare, enlightening, and private programs benefits as well as wealth professional training and development programs. There other departments that do not provide equal distribution of benefits like the private and small establishments in United States. The government of United States provides wide leadership on federal work scheduling policies and programs. They maintain government wide regulation policies on the administration of work schedules that includes the basic 40-hour workweek, holidays, and compressed work schedules. To the U.S government, employees remain entitled to care benefits like the childcare benefits, eldercare, and specialist care benefits. The significance of these benefits to the aforementioned individuals are evident both the government and the beneficiaries. A consultant will research and locate resources for the person in respect to the position held. These practices remain fair and have assisted men and women in the equal distribution of benefits especially women who suffer most in the work place. Question 3 Effective employee recruitment and retention- Attaining effective employee recruitment has remained a crucial factor among employers. Though the best expected results have not yet been realized, unmarked efforts are evident all geared towards realizing the best. Arguably, the world mouth recruitment becomes a period of the past with all the agencies in the employment sector all turning to the cyberspace job banks and mobile recruitment vans. This is a result of discrimination when handling mouth recruitment. This has also turned to create a retention environment that wills keep employees satisfied and less inclined to retirement in the workplace. This is a god move for departments to hold fair recruitment techniques (Hay 278). This makes employees to acknowledge that the retention pictures have changed and the applicant demands more competition for good workers. This, therefore, becomes the best move for companies to maintain the best changes with the change with technology. A plan before writing a business plan is an idea where you formulate ideas and ensure that the structure of your essay or work is logical and appropriate to the title. Planning before starting work in this book assists to be systematic in whatever place. This might be in the workplace or in a class, structure of performance before the real start of the work is important to the company to access the skills of the employee. Therefore, people should emphasize on initial plans whenever handling their work. In order to provide the best plans, it is important to research all the relevant sections, decide the legal structure, manage the numbers, and research the markets among others. Making plans before a plan will always help identify the opportunities and maximizing on them. Success for the researchers always depends on the initial plans done before the real plan of an event. Example is in business where a competitor takes a new move in making sales. The prospective researcher should have plan graphs, which will identify the sales of the competitor products before stipulating the plans to make on the real counter of the move. Adopting the new technology in making plans before real plans and how to improve is essential in the business management. As a place of assessment center that may occupy physical center, for the management of activities, there is always a freedom of the research or an individual to make a choice. This choice comes from the checklist that the individual has made in accordance to the requirements. The force of choice emerges from the importance of the resources (Hays 290). In the work place, the employer inspects the list of applicants. This inspection has improved with the improvement of the technology to avoid bias and discrimination in employment. Checklists also help when establishing a business in which the researcher has to consider the choices to make on the location of the business in relation to the competitors. It is essential to prepare checklists and through selection, you make a choice through prioritize on the importance of the list made. This will help from making mistakes and reduce failure by compensating confines of individual memory and attention. These checklists are important for the ensure reliability and completeness in carrying out a duty. More advanced checklists are schedules that place out tasks to and done according to time factor. Most of the current activities have adopted checklists like pre-flight checklists for aviation safety, use of the medical practice for clinical practice guidelines, among others. It is important to adapt to the changes of the technology in order to provide equal forces in the workplace. However, Excessive dependence of checklists may deter the performance like when dealing with the time-critical situation, like in the medical emergency. Therefore, it is important to use a replacement of common sense for efficiency in the critical sectors. Work cited Hays, Steven W, Richard C. Kearney, and Jerrell D. Coggburn. Public Human Resource Management: Problems and Prospects. New York: Longman, 2009. Print. Read More