The Civil Rights Act of 1964 awakened the cognizance of every American within the United States of America’s workforce. Once it was acceptable to deny employment based on discrimination practices. The need for legislative involvement was necessary to combat the discrimination that many educated and capable people were denied honest jobs due to that system. Applicants were literally turned away and prohibited from applying for positions solely based on their race, gender, or religion. Therefore, regulations were legislated to protect applicants and employees from discrimination based upon biased factors. The Civil Rights Act distinctively included a plethora of other categories that were at a high risk of facing discrimination ranging from
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In 1973 the very first law was passed in an attempt to protect disabled employees. This law was the Rehabilitation Act. Although, this was the first attempt at trying to provide equal employment opportunities for employees with disabilities the act only applied only to federal contractors. In 1990, to further help with protecting disabled individuals in the workplace the Americans with Disabilities Act was passed. Having a broader range than the Rehabilitation Act, the Americans with Disabilities Act, which is enforced by the Equal Employment Opportunity Commission applies to private employers, labor unions that consist of at least fifteen or more employees, and employment agencies, but it does not apply to state government employers. (Valentine, Mathis, & Jackson, 2014, p. 88 and 89). Years after the Americans with Disabilities Act was passed congress saw the need to modify it. The Amendment redefined what it meant to be a person with a disability, expanding the definition. A disabled person as defined by the ADA is described as, “A person who has a physical or mental impairment that substantially limits life activities, who has a record of such an impairment, or who is regarded as having such an impairment.” (Valentine, Mathis, & Jackson, 2014, p. 89). The changes to the …show more content…
Employers are expected to accommodate their existing and new employee’s religious needs to the best of their ability without causing discomfort or problems with other employees or within the company. Not only are employers expected to meet the needs of its employee’s religious beliefs to the best of their ability, but they also cannot discriminate during the hiring process due to an applicant’s religious or spiritual beliefs. Pre-Employment questions or assessments should also not ask the specifics of an applicant’s religious views, due to causing a bias or unfavorable selection during the pre-employment process. No discrimination during the pre-selection process also means that characteristics such as physical appearance or dress preference should not cause discrimination or conflict within the workplace where applicable. What this means for workers is that someone who’s religion causes them to wear certain attire, such as that of Muslim belief that wears head wraps and other full body garments due to their religion will have certain leniencies to dress code policies. The most common exception to this would be if the attire poses a safety threat to the type of work and the environment the staff works in, in this event work
In 1973 the very first law was passed in an attempt to protect disabled employees. This law was the Rehabilitation Act. Although, this was the first attempt at trying to provide equal employment opportunities for employees with disabilities the act only applied only to federal contractors. In 1990, to further help with protecting disabled individuals in the workplace the Americans with Disabilities Act was passed. Having a broader range than the Rehabilitation Act, the Americans with Disabilities Act, which is enforced by the Equal Employment Opportunity Commission applies to private employers, labor unions that consist of at least fifteen or more employees, and employment agencies, but it does not apply to state government employers. (Valentine, Mathis, & Jackson, 2014, p. 88 and 89). Years after the Americans with Disabilities Act was passed congress saw the need to modify it. The Amendment redefined what it meant to be a person with a disability, expanding the definition. A disabled person as defined by the ADA is described as, “A person who has a physical or mental impairment that substantially limits life activities, who has a record of such an impairment, or who is regarded as having such an impairment.” (Valentine, Mathis, & Jackson, 2014, p. 89). The changes to the …show more content…
Employers are expected to accommodate their existing and new employee’s religious needs to the best of their ability without causing discomfort or problems with other employees or within the company. Not only are employers expected to meet the needs of its employee’s religious beliefs to the best of their ability, but they also cannot discriminate during the hiring process due to an applicant’s religious or spiritual beliefs. Pre-Employment questions or assessments should also not ask the specifics of an applicant’s religious views, due to causing a bias or unfavorable selection during the pre-employment process. No discrimination during the pre-selection process also means that characteristics such as physical appearance or dress preference should not cause discrimination or conflict within the workplace where applicable. What this means for workers is that someone who’s religion causes them to wear certain attire, such as that of Muslim belief that wears head wraps and other full body garments due to their religion will have certain leniencies to dress code policies. The most common exception to this would be if the attire poses a safety threat to the type of work and the environment the staff works in, in this event work