Nobody downloaded yet

Human Resources & EEOC - Research Paper Example

Comments (0) Cite this document
Human Resources & Equal Employment Opportunity Commission Introduction The United States Equal Employment Opportunity Commission (EEOC) began functioning on 2nd July, 1965. It was created by Title VII of the Civil Rights Act, 1964 (Strategic Plan for fiscal year 2012-2016, 2013)…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER91.1% of users find it useful
Human Resources & EEOC
Read TextPreview

Extract of sample "Human Resources & EEOC"

Download file to see previous pages Hence it is an integral part of the Human Resources Management in United States. It is headquartered in Washington DC (About EEOC, 2013). EEOC’s Vision is: “Justice and Equality in the Workplace” EEOC’s Mission is to: Stop and Remedy Unlawful Employment Discrimination (About EEOC, 2013) EEOC laws are applicable for almost all employers who have employee strength of minimum fifteen employees. In case of age discrimination, the firm should be of minimum twenty employees. EEOC laws also cover most employment agencies and labor unions. Hiring, firing, training, promotion, wages, benefits, harassment and all other work situations are covered by the EEOC laws. (About EEOC, 2013) The U.S. EEOC is a bipartisan Commission. The President appoints all of its five members. They are the Chair, Vice Chair and the three Commissioners (The Commission, 2013). The President also appoints EEOC's General Counsel (Strategic Plan for fiscal year 2012-2016, 2013). EEOC has a specific strategic plan and the three values that underlie the plan are: Commitment to Justice: The Commission has been entrusted by the Congress, with the duty of enforcing non-discrimination laws of employment for the nation. Accountability: EEOC is accountable to the nation, just like any other federal agency. Integrity: The Commission has to be objective in nature while investigating charges and adjudicating cases. Every person it serves or interacts with during work and every member of the EEOC workforce has to be respected and treated with good manners and professionalism. (Strategic Plan for fiscal year 2012-2016, 2013) Role of EEOC EEOC has the right to investigate any sort of discrimination charges against employers, duly covered by the EEOC law. Their investigation has to be fair and accurate in order to assess the allegations. If it is found that discrimination has taken place, EEOC will first try to settle the allegation. If they are unable to sort it out they have the right to file a lawsuit for the same. However, EEOC does not file lawsuits in every case of discrimination (About EEOC, 2013). EEOC also believes in “prevention is better than cure” that is, it tries to prevent discrimination through various awareness and technical assistance programs, before it occurs. Federal agencies are guided by EEOC on every aspect of equal employment opportunity program. Affirmative employment programs of federal agencies’ are being regularly monitored and evaluated by EEOC (About EEOC, 2013) The company distributes informative and educational materials and provides training, guidance and assistance to all stakeholders, including administrative judges who conduct EEOC lawsuits. (About EEOC, 2013) Laws Enforced by EEOC (listed in the sequence EEOC got authority): Title VII of the Civil Rights Act of 1964 (Title VII), as amended. The Age Discrimination in Employment Act of 1967 (ADEA), as amended The Equal Pay Act of 1963 (EPA), as amended Section 501 of the Rehabilitation Act of 1973, as amended - prohibits employment discrimination against federal employees and applicants with disabilities. Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), as amended. The Genetic Information Non-Discrimination Act of 2008 (GINA). (Strategic Plan ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(“Human Resources & EEOC Research Paper Example | Topics and Well Written Essays - 2000 words”, n.d.)
Human Resources & EEOC Research Paper Example | Topics and Well Written Essays - 2000 words. Retrieved from
(Human Resources & EEOC Research Paper Example | Topics and Well Written Essays - 2000 Words)
Human Resources & EEOC Research Paper Example | Topics and Well Written Essays - 2000 Words.
“Human Resources & EEOC Research Paper Example | Topics and Well Written Essays - 2000 Words”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document


Human Resources

...?Human Resources Job Ad for Human Resources Receptionist Position Currently Open: HUMAN RESOURCES RECEPTIONIST Work Location: (please specify your location) Core Responsibilities: Performs administrative functions for all office personnel Assists various stakeholders on human resources inquiries Answers communication protocols (phones, emails, front duty correspondences) Monitors staff time and information needed for payroll preparation Maintains human resources forms and requests for leaves, transfers and performance reviews. Maintains the upkeep of reception area, including effective use of office supplies and resources. Required Knowledge, Skills, and Abilities: One year office experience preferred Knowledge of computer systems... and...
4 Pages(1000 words)Essay

Human Resources

...? Human Resources Table of Contents Introduction 3 Human Resource Planning to determine the desired staffing position for Twinkle Toes Two 3 Job Analysis for designing the specific jobs 4 Job Analysis for the position of Receptionist 5 Job description of a receptionist 6 Recruitment and Selection Process 8 Training and Development Program 9 Conclusion 10 Reference 12 Introduction The project brings forth the conditions in the local childcare centre named “Twinkle Toes Two”. The idea to develop the childcare centre is born out of the fact that there is a high demand for full-day childcare in the town and also the previously established centre named Twinkle Two was...
8 Pages(2000 words)Essay

Human Resources

...? Human Resources Human Resources What benefits for employers and employees are associated with the implementation of flexible working arrangements within an organisation? Discuss where resistance to flexible working might come from and why? What might be the other barriers to the effectiveness of flexible working practices and how would you overcome them? Before discussing the benefits of implementing flexible working arrangements, it is necessary to present its different types first. Schaefer talks about four types of flexible working arrangement (2005). The first type is the flex time where the employees are presented a range of starting and ending times for the...
4 Pages(1000 words)Essay

Human Resources

...? 05 December Human Resources: Key Women’s Issues Workplace in the contemporary age has diversified in all respects that include but are not limited to the culture, religion, ethnicity, and the gender of the workers. As a result of this, the challenges for human resources managers have increased manifolds. Women make a significant portion of the workforce in the present age. A considerable amount of challenges occur because of the issues of the women. Of the whole range of issues of women that they experience at the workplace, some of the issues that have been discussed in this paper include the need to strike a balance between the work and family, pregnancy, pay equity, discrimination, and glass ceiling. The needs and demands... lesser than...
6 Pages(1500 words)Research Paper

Human Resources

...? How Staffing Factors Contribute To Poor Employee Performance How Staffing Factors Contribute To Poor Employee Performance More often than not, Human Resource Managers have to deal with workers who do not perform to their expected standards (Marchington & Wilkinson, 2006). The performance of workers could be affected by several factor with some related to the external environment while some are related to the internal working environment of the employees. In the manufacturing industry such as the one involving the assembling of tuning devices that are fitted in cell phones, the HR manager expects more care and attention to detail because any sign of incompatibility could cost the company its fortune. In...
3 Pages(750 words)Essay

Human Resources

...? Task P1) Personnel management represents the managerial function of estimating and ifying human resources requirements for attaining organizational goals. Personnel management can be categorized into two based on function: operative function (activities linked to procuring, compensating, developing, and utilizing an efficient work force. Human resource management represents the function within an organization that centres on recruitment, availing direction for individuals working within the organization, and management of employees. Effective HRM allows employees to contribute effectively and productively to the overall success and attainment of the organization’s goals...
15 Pages(3750 words)Essay

Human Resources

...Human Resources Human Resource has become an indispensable part of the organisational culture of contemporary times. Its importance could not be undermined by anyone. Human resource is theoretically that part of the organization that takes care of the staff and the labour aspect of the business. It includes the recruitment, firing, agreements, and payment conditions amongst other things. According to Wikipedia, the definition is: "Human resources have at least two meanings depending on context. The original usage derives from political economy and economics, where it was traditionally called labour, one...
16 Pages(4000 words)Essay

Human resources

...Your full September 8, Human Resources The three persons I interviewed for this assignment included my father, my brother, and my neighbor. My father and brother work in different companies and they have different perceptions about HR too. My father stated that his HR department dealt with all the issues related to employees the most important of which was conflict resolution. According to him, his company’s employees very often entered into conflicts with the management and thus the HR department very much focused on the job satisfaction of employees. For this, its main role was to provide the employees with benefits, allowances, rewards and bonuses after performance appraisal. He also stated that he...
2 Pages(500 words)Assignment


...EEOC And Age Discrimination EEOC And Age Discrimination Introduction Age related discrimination or age discrimination is a phrase used to refer to the special treatment that is provided to an individual based on their age. This special treatment is negative in nature, for example: an employee who is above the age of 40 may be paid less favorably that those below 40. The United States federal rules passed an Act in relation to age discrimination which is regarded as The Age Discrimination in Employment Act. EEOC or US Equal Employment Opportunity Commission is the only government organization that has been assigned with the duty of ensuring that workplaces and employers do not discriminate...
2 Pages(500 words)Essay

Human Resources

...Management Part Human resources are very important to an organization to the point that they are referred to as the most important asset in the organization. One of the reasons behind this is that they determine the profitability of the organization through their work as they are involved in doing the tasks that would propel the organization to the height that the management wants to realize. They may also represent a competitive advantage for an organization if the management of an organization undertakes its mandated role of establishing a satisfactory working environment that ensures that the employees are satisfied with their jobs which increase the probability of them being motivated. Here, the...
8 Pages(2000 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Research Paper on topic Human Resources & EEOC for FREE!

Contact Us