1. I NSTITUTE OF N EW K HMER Human Resources Managements Lectured by: NOUV Brosh Mobile Phone: 093640486 & E-mail: broshnouv@gmail.combroshnouv@gmail.com 1 HRM By: NOUV Brosh

2. Chapter 3: Equal Employment Opportunity HRM By: NOUV Brosh2

3. Legality/EEO Constitutional law used sparingly Legislation – employers need to establish business necessity for any method showing adverse impact – prohibits preferential treatment for protected groups Executive Orders (11246) – prohibits discrimination – mandates affirmative action to hire qualified minorities for government contracts HRM By: NOUV Brosh3

4. What is Equal Employment Opportunity (EEO)? the treatment of all individuals in all aspects of employment – hiring, promotion, training, race, religion,age, etc., - in a fair and non-biased manner. the employment of individuals in an equal and non-discriminatory manner is mandated by public policy. Therefore, EEO has become a major area of concern for HR specialists and individual managers. Employers in all types of organizations must be aware of the laws and court rulings in order to carry out their jobs in a responsible manner. HRM By: NOUV Brosh4

5. EEO & Discrimination EEO – asserts that all individuals should have equal chance for employment regardless of race, color, religion, sex, national origin Discrimination – giving unfair advantage or disadvantage to members of group in comparison with members of another – Disadvantage – usually denial or restriction of employment opportunities or an inequality in employment opportunities Proper if based on job-related criterion Unlawful if based on something not related to job performance HRM By: NOUV Brosh5

6. 3 types ofdiscrimination: 1. DISPARATE TREATMENT - a theory of discrimination based on different treatments given to individuals because of their race, color, religion, gender, national origin, age or disability status. 2. DISPARATE IMPACT - a theory of discrimination based on facially neutral employment practices based that disproportionately exclude a protected group from employment opportunities. 3. REASONABLE ACCOMMODATION – attempt by employers to adjust, without due hardship, the working conditions or schedules of employees with disabilities or religious preferences. HRM By: NOUV Brosh6

7. Case study Read the Application case 3-1, page 93-94 “Meeting the challenges of Sexual Harassment” HRM By: NOUV Brosh7