The Equal Pay Act of 1963 is defined as “a labor law that prohibits gender-based wage discrimination in the United States.” (HISTORY, DATE) The purpose of this law is to provide equal pay to both men and women that perform the same jobs instead of having women feel like they are of lesser equal to men especially when they are performing the same job.
Title VII of the Civil Rights Act of 1964 is defined as a “federal law that prohibits employers from discriminating against employees on the basis of sex, race, color, national origin, and religion.” (aau, DATE) The purpose of this law is to insure equal treatment among all employees no matter their gender, race, or ethnicity. Organizations are not able to discriminate against an individual because …show more content…
It does not protect workers under the age of 40, although some states have laws that protect younger workers from age discrimination.” (EEOC, DATE) The purpose of this law is to protect individuals that are over the age of 40 in every aspect of employment from job assignments, to hiring and firing as well as benefits, promotions, and training.
The Americans with Disabilities Act of 1990 is “the nation's first comprehensive civil rights law addressing the needs of people with disabilities, prohibiting discrimination in employment, public services, public accommodations, and telecommunications.” (EEOC, DATE) The American’s with Disabilities Act of 1990 has given individuals with disabilities the protection they need in order to get the treatment they deserve.
The Genetic Information Nondiscrimination Act of 2008 “is a federal law that protects individuals from genetic discrimination in health insurance and employment. Genetic discrimination is the misuse of genetic information.” (GINA, Date) This includes health history, any results from genetic tests, participation in genetic research and even other genetic services. Genetic information is important being that it helps individuals understand any health conditions or any health risks that they are at risk for …show more content…
Harassment does not disappear on its own. In fact, it is more likely that when the problem is not addressed, the harassment will worsen and become more difficult to alleviate as time goes on. Sexual harassment is defined as “any unwelcome sexual advance or conduct on the job that creates an intimidating, hostile, or offensive working environment. Any conduct of a sexual nature that makes an employee uncomfortable has the potential to be sexual harassment.” (Barreiro, n.d) In order to prevent sexual harassment it would be beneficial to put an anti-harassment policy in place. Anti-harassment policies explain what harassment is, explain that harassment will not be tolerated, and explain how employers and employees should respond to incidents of harassment. Anti-harassment polices should also put a detailed procedure in place that allows employees to make complaints when or if sexual harassment
Title VII of the Civil Rights Act of 1964 is defined as a “federal law that prohibits employers from discriminating against employees on the basis of sex, race, color, national origin, and religion.” (aau, DATE) The purpose of this law is to insure equal treatment among all employees no matter their gender, race, or ethnicity. Organizations are not able to discriminate against an individual because …show more content…
It does not protect workers under the age of 40, although some states have laws that protect younger workers from age discrimination.” (EEOC, DATE) The purpose of this law is to protect individuals that are over the age of 40 in every aspect of employment from job assignments, to hiring and firing as well as benefits, promotions, and training.
The Americans with Disabilities Act of 1990 is “the nation's first comprehensive civil rights law addressing the needs of people with disabilities, prohibiting discrimination in employment, public services, public accommodations, and telecommunications.” (EEOC, DATE) The American’s with Disabilities Act of 1990 has given individuals with disabilities the protection they need in order to get the treatment they deserve.
The Genetic Information Nondiscrimination Act of 2008 “is a federal law that protects individuals from genetic discrimination in health insurance and employment. Genetic discrimination is the misuse of genetic information.” (GINA, Date) This includes health history, any results from genetic tests, participation in genetic research and even other genetic services. Genetic information is important being that it helps individuals understand any health conditions or any health risks that they are at risk for …show more content…
Harassment does not disappear on its own. In fact, it is more likely that when the problem is not addressed, the harassment will worsen and become more difficult to alleviate as time goes on. Sexual harassment is defined as “any unwelcome sexual advance or conduct on the job that creates an intimidating, hostile, or offensive working environment. Any conduct of a sexual nature that makes an employee uncomfortable has the potential to be sexual harassment.” (Barreiro, n.d) In order to prevent sexual harassment it would be beneficial to put an anti-harassment policy in place. Anti-harassment policies explain what harassment is, explain that harassment will not be tolerated, and explain how employers and employees should respond to incidents of harassment. Anti-harassment polices should also put a detailed procedure in place that allows employees to make complaints when or if sexual harassment