Legal Issues Related To Human Resource Management

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(covered
in detail below) .

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Equal Employment Opportunity Commission Regulations. (EEOC)

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Key amendments also enforced by the EEOC in 1963, 1964, 1967, 1972, 1973, 1978 and 1991:

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Equal Pay Act 1963

Protection against discrimination in the workplace 1964

Age Discrimination in Employment Act 1964

Equal Opportunity Act 1972

Rehabilitation Act 1973

Pregnancy Discrimination Act 1978

Americans With Disabilities Act 1990

Civil Rights Act 1991

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This organization provides oversight and coordination of all federal regulations, practices, and policies established to enforce Title VII, put into effect in 1964 for protection against discrimination in the workplace and equal employment opportunities.

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The EEOC (Equal Employment Opportunity Commission)

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A systematic hiring process created with or governed by several laws that impact the hiring process include these most important five laws:

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1. The Civil Rights Act of 1964 (Title VII)-The purpose of the Bill was to protect black men, and females of all races, from job and other discrimination. It prohibited
discrimination in public facilities, in government, and in employment.

2. Age Discrimination in Employment Act of 1967 (ADEA) Protects certain applicants and employees 40 years of age and older from discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, conditions or privileges of employment.

3. Americans With Disabilities Act of 1990 (ADA)-Prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring,
firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment.

The ADA covers employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations.

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4. The Uniformed Services Employment Reemployment Rights Act of 1994 (USERRA)- Provides reemployment protection and other benefits for veterans and
employees who perform military service. Under USERRA, if a military member leaves his/her civilian job for service in the uniformed services, he/she is entitled to return to the job, with accrued seniority, provided they meet the law's eligibility criteria. USERRA applies to voluntary as well as involuntary service, in peacetime as well as wartime, and the law applies to virtually all civilian employers, including
the Federal Government, State and local governments, and private employers, regardless of size.

5. Immigration Reform and Control Act (IRCA)-Passed to control unauthorized immigration to the United States. Employer sanctions, increased appropriations for enforcement, and amnesty provisions of IRCA are the main ways of accomplishingits objective. The employer sanctions provision designates penalties for employers
who hire aliens not authorized to work in the United States.

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National Labor Act of 1935 (Wagner Act),

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Prohibits termination because of union activities.

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Board of Regents of State Colleges v. Roth of 1972

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Protects workers who are discharged without due process

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Montana’s Maternity Act

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Prohibits employers from terminating because of pregnancy