Suchergebnisse

Outlines the role of the Equal Employment Opportunity Commission (EEOC) and covers the Civil Rights Act 1964 before briefly mentioning the Age discrimination in Employment Act 1967, equal pay Act 1963, Americans with Disabilities Act 1990 and other laws. Provides statistics from the EEOC website and also looks at affirmative action. Considers recent developments affecting Manufacturers in relation to race, sex age and disabilities, citing case law examples. Discusses reverse discrimination and concludes that companies need to keep pace with developments.

Cites discrimination against the American Indian as vastly disproportionate to other groups. Identifies three forms of discrimination, political, socio‐economic and cultural. Discusses each in turn with specific examples. Outlines the newest development in the last 10 years. Concludes that there is still a huge amount of work still to be done.

States that discrimination and harassment in universities take two primary forms, racial and sexual discrimination. Sexual harassment is found between faculty and student and between student and student whilst racial is often in the a dmission process or from student and professor once the individual has gained a place. Discusses both issues before looking at university liability. Outlines preventative and protective measures which may help avoid expensive litigation.

Defines a racially hostile environment before going on to analyse factors that perpetuate such an environment. Studies four major groups, African Americans, Asian American, Latin American and North Americans before considering the psychological effects which such environments can have in employees. Outlines the characteristics of an at‐risk individual and looks at management responsibilities. Concludes with the legal ramifications.

Outlines the lack of legal protection for lesbian, gay and bisexual citizens. Provides reasons for the employers to adopt specific policies in the absence of such laws to protect such individuals. Outlines the few areas which have laws affecting these individuals. Describes the characteristics of a "gay friendly" workplace. Concludes that the number of companies adopting such practices will increase as they understand the benefits.

Considers the most effective way to write a non‐discrimination policy. Provides a framework of things to include such as a strong opening statement, objectives, definitions, legislation and examples of areas where discrimination should be avoided. Covers complaint procedures. Touches slightly on how to effectively implement these policies within the workplace together with suggestions to reduce employer's liability.

Briefly outlines the rise of Age discrimination as an issue before focusing on how to handle such a complaint. Discusses the Age Discrimination as an issue before focusing on how to handle such a complaint. Discusses the Age Discrimination Act 1967. Looks at the subtleties of age discrimination in practice. Provides a brief framework for documenting accusations and outlines the investigation process. Provides brief case law as examples. Concludes that this is a growing area for claims of discrimination.

Defines Asian Americans before looking at the historical reasons for discrimination. Outlines recent developments in the field of Asian Americans using recent case law examples which cover areas such as education, public services and politics. Concludes that the Asian‐American population has grown rapidly and will demand their equality, which has yet to be seen.

Defines discrimination under the law before covering issues such as the glass ceiling and employment at will. Considers the present concerns of increased competition and workforce diversity. Profile some best practices which are being developed by some financial companies before covering new regulations in the securities industry.

Introduces the First Amendment before considering different freedoms we have and how they relate in the workplace. Uses specific cases to demonstrate what is currently happening with regards to First Amendment lawsuits. Offers recommendations to protect employers and prevent future disagreements and lawsuits. Covers freedom of religion, expression and speech.

Suggests that the practice of law is one of the most regressive profesions in breaking down the white male‐dominated stereotype. State that the hiring practice does not reflect the demographics of law school graduates and that women and minorities often leave the career in the first three years. Explores the current level of discrimination and harassment as well as the steps the legal community has taken to reduce future occurrences. Examines the areas of illegal bias involving race, gender, age and sexual orientation.

Suggests that the computer industry is one of the most ageist of all industries. Attempts to analyse the causes of discrimination and the consequences to which this leads. Considers economic incentives which may have caused discrimination. Provides a case example of good equality practice and concludes that the way to beat the ageist issue is to remain up to date with skills and that the ageing workforce will mean that the need to attrarct and retain skilled workers will become paramount.

Covers the legislation which protects children from sexual harassment in schools. Discusses the types of sexual harassment which exist and gives examples of potential unacceptable sexual conduct. Looks at the development of a sexual harassment policy, suggesting action for the parents and schools, and provides a framework for the above mentioned policy. Provides case studies of issues currently found in schools and discusses the problems they have encountered.

Briefly defines sexual harassment before discussing the pertinent section of the Civil Rights Act 1964. Outlines the procedures of the Equal Employment Opportunities Commission and looks at developments through the use of recent case law. Gives some examples of high profile cases. Concludes that there is an increased frequency in workplace relationships and there is a need for appropriate guidelines to be in place.