While looking at the Equal Employment Opportunity in Chapter 3 I found two Laws that stood out to me which were the Equal Pay Act of 1963 and the Pregnancy Discrimination Act of 1978. One reason they stood out to me is because I feel that both of these laws get broken daily. Although both of them were implemented years ago some companies have a hard time abiding by them. After conducting my research I found two well-known companies that have dishonored these laws and ended being in lawsuits.
In 1991 a Wal-Mart in Arizona discriminated against a women and refused to hire her because she was pregnant. Now the law “prohibits employers from discriminating against pregnant women in employment benefits if they are capable of performing their job …show more content…
I feel that this all trickles down to the Human Resources department. It is there job to stay up to date on these laws and ensure they abide by them. Furthermore, Wal-Mart should have reprimanded the manager who told the employee this as well at send out an apology to the women that they turned away. I think that being candid about your wrong doings as a company it provides a sense of transparency. Customers and fellow employees will be more accepting if you own up to your …show more content…
This infringes upon the Equal Pay Act of 1963. The law states, “all employers covered by the Fair Labor Standards Act and others to provide equal pay for equal work, regardless of sex.” (Bohlander, Snell, & Morris, 2016, p. 95) Therefore in this case Checkers should not have been paying their female employees less then their male employees. Furthermore, they were also not giving them full time hours as requested and forced female employees to leave when it was slow. (2013, August 12) Checkers as well did not handle this situation appropriately. The EEOC took them to court and Checkers is now liable for compensating these female employees loss of wages, punitive damages, and affirmation relief. Checkers should have never been paying employees differently because of their gender. My recommendations to them would be to abide by the law and make sure that all managers are update and aware of the discrimination laws. Additionally, to help keep this from happening I think it is important to have diversity in the upper management positions, having both male and females in these roles. I feel that if there were women in these upper management roles it would help to create a sense of equality among genders. Both of these would help make the company stronger and provide equal opportunities to both
In 1991 a Wal-Mart in Arizona discriminated against a women and refused to hire her because she was pregnant. Now the law “prohibits employers from discriminating against pregnant women in employment benefits if they are capable of performing their job …show more content…
I feel that this all trickles down to the Human Resources department. It is there job to stay up to date on these laws and ensure they abide by them. Furthermore, Wal-Mart should have reprimanded the manager who told the employee this as well at send out an apology to the women that they turned away. I think that being candid about your wrong doings as a company it provides a sense of transparency. Customers and fellow employees will be more accepting if you own up to your …show more content…
This infringes upon the Equal Pay Act of 1963. The law states, “all employers covered by the Fair Labor Standards Act and others to provide equal pay for equal work, regardless of sex.” (Bohlander, Snell, & Morris, 2016, p. 95) Therefore in this case Checkers should not have been paying their female employees less then their male employees. Furthermore, they were also not giving them full time hours as requested and forced female employees to leave when it was slow. (2013, August 12) Checkers as well did not handle this situation appropriately. The EEOC took them to court and Checkers is now liable for compensating these female employees loss of wages, punitive damages, and affirmation relief. Checkers should have never been paying employees differently because of their gender. My recommendations to them would be to abide by the law and make sure that all managers are update and aware of the discrimination laws. Additionally, to help keep this from happening I think it is important to have diversity in the upper management positions, having both male and females in these roles. I feel that if there were women in these upper management roles it would help to create a sense of equality among genders. Both of these would help make the company stronger and provide equal opportunities to both