|EEO Laws Make Discrimination Illegal|
EEO Laws - Introduction
There are 10 primary EEO and related laws that have been enacted to protect your employees. These will govern an employer’s actions throughout the employment process. These laws will safely guide a company through sticky issues such as discrimination in hiring, accommodation of the handicapped/handicapable, and what happens to reservists’ jobs when they are called up by the military.
The major laws that we will be exploring over the next few weeks with regards to equal employment opportunities are as follows:
--- Title VII of the Civil Rights Act of 1964 (Title VII)
--- Equal Pay Act of 1963 (EPA)
--- Age Discrimination in Employment Act of 1967 (ADEA)
--- Americans with Disabilities Act of 1990 (ADA)
--- Rehabilitation Act of 1973
--- Genetic Information Nondiscrimination Act of 2008 (GINA)
--- Civil Rights Act of 1991
--- Vietnam Era Veterans Readjustment Assistance Act of 1974
--- Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
--- Executive Orders Covering Government Contractors and Sex Discrimination Guidelines
As some of you may already be familiar with these laws, please feel free to comment below.
And remember all of you Human Resources professionals: Be Human... Be a Resource... Be a Resource for Humans.
Disclaimer: The views expressed in this post are by the author Trevor Stasik, and do not necessarily reflect the views of any employer or any other organization. Please note, this information is based on my understanding and is only to be used for informational and educational purposes. Do not take what I am writing as advice. Seek your own legal counsel and/or see a tax accountant before making business or personal decisions. The author of this post makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.