Employment Laws Chart Essay

Prevents discrimination of the hiring, compensation, conditions, and privileges of employment by basing them on on race, religion, color, sex, or nationality Heart of Atlanta Motel INC., v. United States  ensures every person is equal chance of getting hired based on their qualifications regardless of, sex race, color, religion, or national origin employers are required to post signs with the Title VII contents in company break-rooms Equal Employment Opportunity Act Prevents employers from discriminating against employees on the basis of age, race, sex, creed, religion, color, or national origin McDonnell Douglas Corp. v. Green Ensures that the Civil Rights Act is being followed and gives power to the Equal Opportunity Employment Commission Companies adopted practices that prevented discrimination in compliance with Equal Opportunity Employment Act. Equal Pay Act  mandates that men and women working in the same role within a company be given equal pay for equal work Schultz v. Wheaton Glass Co. 1970 Mandates that everyone is paid the equal wages for identical jobs regardless of their sex Merit based, knowledge based, and experience are criteria for pay rate rather than gender Age Discrimination in Employment Act of 1967 Protects employees ages 40 to 65 from discrimination Gomez v. Potter The importance of the ADEA is that it protects the older employees from discrimination. Wal-Mart for example hires older people specifically for the use as door greeters Americans with Disabilities Act of 1990 Prohibits discrimination against an essentially qualified individual, and requires companies to accommodate individuals reasonably Tennessee v. Lane in 2004 The importance of this act is that it requires companies to make reasonable accommodations for disabled employees so they will be able to perform their job Companies accommodate employees with disabilities by using TTD, speaking technology, and elevators Civil Rights Act of 1991 The updated version of this act nullified select supreme Court decisions and reinstates burden of proof by employer and allows for punitive and compensatory damages through jury trials Wards Cove Packing Co. v. Atonio Family and Medical Leave Act (FMLA) of 1993 Permits employees in organizations of 50 or more workers to take up to 12 weeks of unpaid leave for circumstances outlined in the act The importance of this act is that it makes it easier to balance family, work and other obligations without fearing losing their jobs If you have a child, adopt a child, or if you yourself become sick or have a sick parent, child, or spouse you may be eligible to take unpaid time off to be with them without the job loss. Privacy Act of 1974 protects certain federal government records pertaining to individuals. In particular, the Act covers systems of records that an agency maintains and retrieves by an individual’s name or other personal identifier Individuals have the right to look at their employee file to make sure that information is accurate Drug-Free Workplace Act of 1988 This act requires some federal contractors and all federal grantees agree that they will provide drug free workplaces as a precondition of receiving a contract or grant from the Federal Government Enacted by Congress as part of an anti-drug legislation in 1988 The importance of this act is that it ensures the safety of all employees by ensuring that no one will be working while under the influence of drugs Drug testing as part of an application process and if an employee is hurt on the job most companies require a drug test when they go to the hospital Polygraph Protection Act of 1988 Prohibits employers to use polygraph tests in a job application process On June 27, 1988, Congress enacted the Employee Polygraph Protection Act 1 to regulate the use of lie detector devices in the workplace The importance of this act is that it protects employees from violating privacy issues by  asking non job related It is unreasonable for employers to give potential employees polygraph test Worker Adjustment and Retraining Notification Act (WARN) of 1988 Makes sure that employers give notification to employees about plant closings or lay-offs This became law without President Ronald Reagan’s signature through the use of veto-proof Democratic majority in Congress The importance of this law is to protect employees because of a shut down or layoff, requiring employees be given a 60-day notice ease the burden of losing their jobs, some companies give severance packages based on the employees years of service with the company