Presentation on theme: "Major EEO Laws (1960s- 1970s) Major EEO Laws (1990s- Current) TERMS The Legal Environment TERMS The Legal Environment and Sexual Harassment TERMS The."— Presentation transcript:
Major EEO Laws (1960s- 1970s) Major EEO Laws (1990s- Current) TERMS The Legal Environment TERMS The Legal Environment and Sexual Harassment TERMS The EEOC 10 20 30 40 50
Answer 1-10 This act prohibits age discrimination against people 40 years of age or older and restricts mandatory retirement.
Question 1– 10 What is the Age Discrimination in Employment Act?
Answer 1 - 20 The implementation of this act required that women be paid equal to men for the same work being carried out
Question 1 – 20 What is the Equal Pay Act of 1963?
Answer 1 - 30 Before this act went into effect, it technically was not unlawful to discriminate on the basis of race, color, religion, sex or national origin in a areas of the employment relationship.
Question 1 – 30 What is Title VII of the Civil Rights Act of 1964?
Answer 1 - 40 Discrimination against women affected by pregnancy, childbirth, or related medical conditions as unlawful sex discrimination was prohibited with this act
Question 1 – 40 What is the Pregnancy Discrimination Act of 1978?
Answer 1 - 50 This act prohibits discrimination against Vietnam veterans by all employers with federal contracts or subcontracts of $100K or more and also requires that affirmative action be taken.
Question 1 - 50 What is the Vietnam Era Veterans’ Readjustment Assistance Act of 1974?
Answer 2-10 This act strengthened the Rehabilitation Act of 1973 to require employers to provide “reasonable accommodations” to allow disable employees to work.
Question 2 – 10 What is the Americans With Disabilities Act of 1990?
Answer 2 – 20 Military members were ensured reemployment with their civilian (nonmilitary) employer with the implementation of this act
Question 2 - 20 What is the Uniformed Services Employment and Reemployment Rights Act of 1994?
Answer 2 – 30 This act prohibits the use of genetic information in employment, prohibits intentional acquisition of same, and imposes confidentiality requirements
Question 2 - 30 What is the Genetic Information Nondiscrimination Act of 2008?
Answer 2 – 40 This act strengthened civil rights by providing for possible compensatory and punitive damages for discrimination
Question 2 - 40 What is the Civil Rights Act of 1991?
Answer 2 – 50 This amends the 1964 CRA to extend the period of time that an employee is allowed to file a lawsuit over pay discrimination
Question 2 - 50 What is the Lilly Ledbetter Fair Pay Act of 2009?
Answer 3 – 10 This thumb rule is used whenever you are contemplating any employment action in order to maintain fairness and equity for all of your employees or applicants.
Answer 4 – 20 Defined as “Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of sexual nature…, and the submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment.”
Answer 4 – 40 This occurs when the level of difficulty for an organization to provide accommodations, determined by looking at the nature and cost of the accommodation and the overall financial resources of the facility, becomes a significant burden on the organization.
Answer 5 – 10 This situation is where an organization takes an “adverse employment action” against an employee because the employee brought discrimination charges against the organization or supported someone who brought discrimination charges against the company.
Answer 5 – 20 This is a series of policies, programs, and initiatives that have been instituted by various entities within both government and the private sector, which are designed to prefer the hiring of individuals from protected groups in certain circumstances, in an attempt to mitigate past discrimination.
Question 5 - 20 What is AFFIRMATIVE ACTION (AA)?
Answer 5 – 30 Any action such as a firing demotion, schedule reduction, or change that would harm the individual employee
Question 5 - 30 What is an ADVERSE EMPLOYMENT ACTION?
Answer 5 – 40 This exists when an employee is put under such pressure by management that their continued employment becomes intolerable and as a result of the intolerable conditions the employee quits, or resigns from the organization
Question 5 - 40 What is CONSTRUCTIVE DISCHARGE?
Answer 5 - 50 The existence of different types of people within the workplace