Laws Affecting Human Resource Management

Human resource management

determining human resource need and then recruiting, selecting, developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals

traditional manufacturing

what shift in this industry recently caused increase focus on HR? today specific skills are needed for jobs in high-tech m n f c u i n

scarce

Qualified employees are ____ _____ today

affirmative action

employment activities designed to "right past wrongs" by increasing opportunities or minorities and women

reverse discrimination

discrimination against members of a dominant group (males; whites) Generally as a result of policies designed to correct previous wrongs done to minorities.

Civil Right Act of 1964

for firms with 15 or more employees, outlawed discrimination in employment based on sex, race, color, religion, or national origin

National Labor Act of 1935

established collective bargaining in labor-management relations and limited management interference in the right of employees to have a collective bargaining agent

Fair Labor Standards Act of 1938

established a minimum wage and overtime pay for employees working more than 40 hours a week. Amendments expanded the classes of workers covered, raised the minimum wage, redefined regular-time work, raised overtime payments and equalized pay scales between sexes.

Manpower Development and Training Act of 1962

provided for the training and retraining of unemployed workers

Equal Pay Act of 1963

specified that men and women doing equal jobs must be paid the same wage

Age discrimination in Employment Act of 1967

outlawed employment practices that discriminate against people 40 and older. an amendment outlaws required retirement at a specific age

Occupational Safety and Health Act of 1970

regulated the degree to which employees can be exposed to hazardous substances and specified the safety equipment the employer must provide

Equal Employment Opportunity Act of 1972

strengthened the equal employment opportunity commission EEOC and authorized the EEOC to set guidelines for human resource management

Comprehensive Employment and Training Act

provided funds for training unemployed workers '73

Vocational Rehabilitation Act of 1973

extended protection to people with any physical or mental disability

Employee Retirement Income of Security Act

regulated and insured company retirement plans '74

Immigration Reform and Control Act of 1986

required employers to verify employment eligibility of all new hires including US citizens

Supreme Court ruling against set-aside programs (affirmative action)

1989 declared setting aside 30% of contracting jobs for minority businesses was reverse discrimination and unconstitutional

Older Workers Benefit Protection Act

1990 protects older people from signing away their rights to pensions and protection from illegal age discrimination

Civil Rights Act of 1991

for firms with over 15 employees, extends the right to a jury trial and punitive damages to victims of intentional job discrimination

Americans with Disabilities Act of 1990 (1992 implementation)

prohibits employers from discriminating against qualified individuals with disabilities in hiring , advancement, or compensation and require them to adapt the workplace if necessary

Family and Medical Leave Act

1993 businesses with 50 or more employees must provide up to 12 weeks of unpaid leave per year upon birth or adoption of an employee's child or upon serious illness of a parent, spouse, or child

Americans with Disabilities Amendments Act (2008)

2008 provides broader protection for disabled workers and reverses Supreme Court decisions deemed too restrictive. Adds disabilities such as epilepsy and cancer to ADA coverage

Lilly Ledbetter Fair Pay Act of 2009

amends the civil rights act of '64 by changing the start of the 180 day statute of limitation for filing a discrimination suit from the date of the first discriminatory paycheck to the date of the most recent discriminatory paycheck