Professional Documents
Culture Documents
Management
MBA (I) 2nd & BBA-IT 6th
Equal Employment Opportunity & Legal
Environment
Lectures 4,5,6
Course Lecturer: Farhan Mir
Farhan Mir
2011
IMS
Introduction
Equal employment opportunity
(EEO) has implications for almost
every activity in HRM
HR officials and managers in every
function of the organization are
involved
Farhan Mir
2007
2011
IMS
Introduction
Equal Employment Opportunity
An attempt to ensure that all individuals have an equal
opportunity for employment, regardless of race, color,
religion, sex, age, disability or national origin
US governments have used constitutional
amendments, legislation and executive orders to
ensure this concepts positively adopted and practiced
in businesses
Farhan Mir
2007
2011
IMS
Introduction
Top managers must get
involved in EEO issues
and programs
Operating managers
must assist
Attitude changes about
protected-category
employees
Help all employees adjust
to changes EEO brings to
the workplace
Farhan Mir
2007
2011
IMS
minorities
3. The emerging role of government
regulation
Farhan Mir
2007
2011
IMS
Problems at Boeing
Boeing
Introduction
Boeing is the world's leading aerospace company
and the largest manufacturer of commercial jetliners
and military aircraft combined
customers in 145 countries around the world
Famous for its 737 and 747 aircrafts
Boeing has a long tradition of aerospace leadership
and innovation
Headquartered in Chicago, Illinois, U.S.A., Boeing
employs more than 155,000 people in some 67
countries
Farhan Mir
2007
2011
IMS
Farhan Mir
2007
2011
IMS
Farhan Mir
2007
2011
IMS
Farhan Mir
2007
2011
IMS
Problem at Boeing
The Problem
Although facing stiffer competition from outside by companies
like Airbus but at this moment we are discussing Internal
Problem based on ethics
Boeing has faced many discrimination complaints
For Example: 38 females engineers filed a discrimination case
against company in year 2000
The case suggested that woman were paid less as compared
to men especially at start of their jobs
Business Week investigated into the matter and found that
this differences in pay was not a new phenomenon rather
was evident in past
Salary Analysis in 1999 showed that Boeing needed to
allocated $30 million to eliminate gender-based pay
differences but rather allocated $10 million only
The Lawsuit (case) was based on 28000 potential plaintiffs
and liability of $1 Billion
Boeing people themselves believe that something generally
not right about the way they are doing it
Farhan Mir
2007
2011
IMS
What is Discrimination?
In general terms, discrimination is any practice
that makes distinctions between individuals or
groups that disadvantage some and advantage
others.
Different treatment of others based solely on their
membership in a socially distinct group or
category, such as race, ethnicity, sex, religion,
age, or disability
Farhan Mir
2007
2011
IMS
What is Discrimination?
Farhan Mir
2007
2011
IMS
Common Examples of
Discrimination
Farhan Mir
2007
2011
IMS
Defendant (Employer)
Must present a rebuttal to prima facie case
Defendant must present evidence that
justifies the fairness of its actions
Farhan Mir
2007
2011
IMS
IMS
IMS
Farhan Mir
2007
2011
IMS
Discrimination
Disparate
Treatment
Disparate
Impact
Bona Fide
Occupational
Qualification
(BFOQ)
Four-fifths
Rule
Retaliation
Farhan Mir
2007
2011
IMS
Disparate Treatment
Intentional discrimination
Employers apply different standards or
treatment to different groups of employees
or applicants based upon a protected
category
Farhan Mir
2007
2011
IMS
Disparate Impact
Unintentional discrimination
Occurs when a racially neutral employment
practice has the effect of disproportionately
excluding a group based upon a protected
category
Farhan Mir
2007
2011
IMS
Four-Fifths Rule
Used to evaluate whether disparate impact
exists
Discrimination typically occurs if the
selection rate for one group is less than 80
percent (4/5) of the selection rate for
another group
Farhan Mir
2007
2011
IMS
Farhan Mir
2007
2011
IMS
Retaliation
Federal EEO laws prohibit retaliation
against employees who:
oppose discriminatory practices, or
participate in a protected investigation,
proceeding, or hearing
Retaliation includes:
termination
denial of promotion or job benefits
demotion, suspension, or threats
Farhan Mir
2007
2011
IMS
Sexual Harassment
Considered a form of sex discrimination under Title VII of
the Civil Rights Act of 1964
is actionable when it occurs between same as well as opposite
sex individuals
IMS
Farhan Mir
2007
2011
IMS
Farhan Mir
2007
2011
IMS
Farhan Mir
2007
2011
IMS
Farhan Mir
2007
2011
IMS
Age Discrimination in
Employment Act of 1967 (ADEA)
Protects individuals 40 years of age and
older from employment discrimination
based upon their age
The act covers the actions of:
private employers with 20 or more employees
employment agencies
labor organizations with at least 25 members
federal, state, and local governments
Farhan Mir
2007
2011
IMS
Farhan Mir
2007
2011
IMS
Farhan Mir
2007
2011
IMS
What Is a Disability?
The Americans With Disabilities Act
defines a disability as:
A physical or mental impairment that
substantially limits one or more of the
major life activities.
A record of such impairment.
Being regarded as having
such an impairment.
Farhan Mir
2007
2011
IMS
Farhan Mir
2007
2011
IMS
Examples of Reasonable
Accommodations under the ADA
Farhan Mir
2007
2011
IMS
The Courts
interpret the laws governing EEO
Farhan Mir
2007
2011
IMS
Summary
EEO programs are designed to eliminate
bias in HRM programs
The role of EEO and the law as a
significant force in shaping HRM policies
and programs is an accepted fact in
society
The law, executive orders, and court
interpretations will continue to influence
every phase of HRM programs and
activities
Farhan Mir
2007
2011
IMS
Affirmative Action in
Organizations
Actions appropriate to overcome the
effects of past or present practices,
policies, or other barriers to equal
employment opportunity
The idea is to make sure that organization
voluntarily establish goals and takes action
to hire and move minorities and women
upward in the organization
Farhan Mir
2007
2011
IMS
Summary
EEO programs are designed to eliminate
bias in HRM programs
The role of EEO and the law as a
significant force in shaping HRM policies
and programs is an accepted fact in
society
The law, executive orders, and court
interpretations will continue to influence
every phase of HRM programs and
activities
Farhan Mir
2007
2011
IMS