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This paper describes a comparative survey study involving a sample of 437 organization members. A major implication drawn from the findings is that the common assumption that the organic-adaptive type of organization is more "humanistic" for more people in America today than a moderate bureaucratic-mechanistic type may not be valid.

During the past few years there has been an increase in the number of claims filed at the EEOC. There has also been an increase in the number of discrimination suits based on national origin, religion, and age bias. Recent settlements against Ford Motor Company and Johnson Higgins also show that the monetary threat to employers is on the rise. This increase in claims and settlements coincides with changes that have been made to the legislation and guidelines that the EEOC follow. In 2003, the EEOC added new and additional guidelines on national origin discrimination. It is increasingly important that managers review and understand EEOC guidelines about discrimination. With a thorough understanding managers can limit, mediate, and possibly prevent discrimination claims within their organisation.

Despite laws like the Civil Rights Acts and the Americans with Disabilities Act, customers in restaurants are still faced with an inordinate amount of discrimination. The most prevalent forms of discrimination are race and disability based. Large restaurant chains such as the Waffle House and Cracker Barrel have learned nothing from the landmark Denny's discrimination case as they face potentially larger class action suits today. Despite the bad news, there have been significant developments toward limiting restaurant discrimination. They are the industry wide impact of Denny's diversity training programme and a recent court decision strengthening the ADA. The only true ways to limit and eradicate discrimination from restaurants is to continue educating our children about diversity, insist on expanding corporate diversity programmes, and increasing penalties on those organisations that do discriminate.

The legal and political roots of the Americans with Disabilities Act (ADA) owe themselves to the civil rights era of the 1960s, which passed the Civil Rights Act in 1964, the Voting Rights Act in 1965 and the Architectural Barriers Act of 1968, and to the Rehabilitation Act of 1973. From the 1970s to the 1990s, activism among the disabled became increasingly visible. In 1986, congress passed the Air Carriers Act, which addressed the rights of the disabled when using air transportation. Later in 1988, the Civil Rights Restoration Act was passed along with the Fair Housing Amendments Act (Historical, 2003).

The year is 1985. A man applies for a teaching position at the local high school. Despite his stellar educational credentials and his being the best qualified candidate for the position, he is denied the job. The reason is because he has no legs and is confined to a wheelchair. The high school is very old and is not wheelchair accessible. There are no elevators, and even if the disabled man were assigned to a classroom on the first floor, there are a series of steps to climb to enter each building on campus, and the doorways to the classrooms are too narrow for a wheelchair to fit through. These are just a few of the myriad physical obstacles on campus that would prevent him from doing his job. The school officials regretfully send him on his way.

This article provides guidance to employers and managers regarding their obligations under the California State Labour Code. Federal labour laws will be discussed as these two bodies of law are closely related in some areas as the state code has flowed from federal legislation. The state labour code imposes requirements on hiring and firing, employee benefits and wages, collective bargaining and worker health and safety. The article confines itself to the statutory scheme of the state labour code and how it is interpreted by courts and scholars. Case law imposes additional requirements upon the employer‐employee relationship in California but this is outside the scope of this article. The source of most of the information contained herein has come from the code itself as supplemented by cases and scholarly commentary. The article will only deal with California law and therefore may be inapplicable to other states.

Discrimination, by definition, is deliberate denial of access to goods or services to an in dividual based on a physical or lifestyle characteristic of that individual. Despite the social progress that has been made in the past forty or fifty years toward treating all people equally, discrimination has not gone away and is still prevalent in businesses in the service industry. One section of the service industry that has experienced a lot of recent controversy over discrimination is the restaurant business.

The prevalence of pregnancy discrimination is highlighted by the fact that pregnancy discrimination charges are the fastest‐growing type of discrimination complaints filed with the federal Equal Employment Opportunity Commission. Inspite of a strong legal framework for the protection of women from pregnancy discrimination, it is extremely difficult to prove the cases in our court system. The role of women has changed in our society in the last 50 years. Women are increasingly complaining about pregnancy discrimination despite the fact that they form almost half of the workforce in the United States. There is a need for educating businesses and society at large so that we respect and support a woman's right to fair treatment during her pregnancy.

Americans today are struggling more than ever with taking family leave and the financial ramifications that come with it. As more women populate the workforce and as our society grows in age, federal and state bills are being passed that allow employees to take the necessary leave to tend to new children, serious illnesses and elder care. California was the first state to pass a paid family leave law that provides employees with up to six weeks of paid leave. The details of Senate Bill 1661, the impact and future consequences have been outlined. The conclusion is that California has once again completed meaningful and effective legislation to improve citizen's way of life.

After years of analysing what makes leaders most effective, management gurus have figured out how to boost the odds of hiring a great executive: Hire a female (Sharpe, 2002, in Business Week). Over the years, there has been a dramatic shift of women's roles in leadership. Women have always had the capacity and desire for leadership; however, due to political, economical and societal restrictions, they were unable to advance in leadership positions. In 1972, women held 18% of administrative positions in the United States; and by 2002, these positions increased to 46% (US Bureau of Labour Statistics, 1982, 2002). Recent results show that traditional gender gaps in competitiveness have sharply decreased. Recently, a gender comparison of emotional intelligence revealed a significant difference in favour of females by (p〈.05). Changes will continue in leadership regardless of gender and societal stereotypes. Future interest will undoubtedly follow the journey in which women advance in leadership roles.

Corporations operating in the oil industry have faced several million dollar lawsuits and settlements over discriminatory practices. These settlements further substantiate a negative perception surrounding the industry as being male‐dominated and often referred to as having a "macho" corporate culture. This article addresses this perception by research of federal laws governing discrimination practices, court case decisions, and actual employment composition statistics filed with the Equal Employment Opportunity Commission (EEOC), the federal agency that enforces the numerous discrimination laws in place.

The Americans with Disabilities Act is a federally approved piece of legislation, designed to stop discrimination and to afford equal opportunities to those who are disabled. The Americans with Disabilities Act helps to protect against discrimination for persons who have physical or mental disabilities that limit their daily activities. The ADA provides legal options for persons with disabilities to address discrimination based on their disability. The goal of the ADA is to provide civil rights protection to persons of disability in the areas of employment, access to public services, public and private transportation, and telecommunication services. Over the last decade the ADA has helped many Americans overcome their handicap and reach their goals. Prior to 1990, there was only one major federal law providing protection to those with disabilities. It is entitled the Rehabilitation Act of 1973. Surprisingly, the act only covers Federal Government employees and employees of federally funded programmes. The Americans with Disabilities Act intends to reach a much larger group suffering discrimination because of their handicap.