Human Resource Compliance and Ethics
University of Phoenix
Human Resource Compliance and Ethics
Government legislations play a major part on human resource management to ensure fairness among employees. Even after the Civil Rights Acts of 1866, 1868, and 1871; discrimination still existed. Blacks and whites continued to live in what seemed to be two different societies. The text states that blacks were refused employment with white owned business or placed in “low-paying and low-skilled jobs” (Byers & Rue, 2004). This continuation of discrimination gave way to civil rights movements, leading Congress to act in ways that would be conducive to the community as a whole. Laws were passed to ensure all people had equal employment opportunities, (EEO). Equal employment opportunity can be defined as, “the right of all persons to work and to advance on the basis of merit, ability, and potential.” (Byers & Rue, 2004, p. 43).
There are several laws and regulations that fall under the spectrum of equal employment opportunity, these include, Equal Pay Act Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act (ADEA), Rehabilitation Act, Pregnancy Discrimination Act (PDA), Americans with Disabilities Act (ADA), and the Family and Medical Leave Act (FMLA). There are additional laws; however, these are some of the most common.
Working in the Nashville Metropolitan Government, all Equal Employment Opportunity laws and regulations are followed fully as part of the Civil Service Rules and Human Resource operations. The Civil Service Commission assures that no person is discriminated against due to race, color, national origin, gender, age, religion or disability. This is held to be true throughout “recruitment, examination, appointment, training, promotion, retention, discipline or any other employment practices,” (Civil Service Commission, 2009). If there are departments that show a need for an affirmative action...