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首页 人力资源管理(英文版).ppt

人力资源管理(英文版).ppt

人力资源管理(英文版).ppt

王温恭 2017-09-06 评分 0 浏览量 0 0 0 0 暂无简介 简介 举报

简介:本文档为《人力资源管理(英文版)ppt》,可适用于人力资源管理领域,主题内容包含PowerPointPresentationbyCharlieCookTheUniversityofWestAlabamaChapterEqualO符等。

PowerPointPresentationbyCharlieCookTheUniversityofWestAlabamaChapterEqualOpportunityandtheLawPartOne|IntroductionCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*CopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*WHEREWEARENOWhellipCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*EveryHRactionyoutakeasamanager,frominterviewingapplicantstotraining,appraising,andrewardingthem,hasequalemploymentimplicationsTherefore,thepurposeofthischapteristoprovideyouwiththeknowledgetodealeffectivelywithequalemploymentquestionsonthejobItcontainsfundamentalinformationyouwillprobablyhavetodrawoneverydayThemaintopicswecoverareequalopportunitylawsenactedfromto,thelawsfromtothepresent,defensesagainstdiscriminationallegations,illustrativediscriminatoryemploymentpractices,andtheEEOCenforcementprocessCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*ExplaintheimportanceofandlistthebasicfeaturesofTitleVIIoftheCivilRightsActandatleastfiveotherequalemploymentlawsExplainhowtoavoidanddealwithaccusationsofsexualharassmentatworkDefineadverseimpactandexplainhowitisprovedExplainandillustratetwodefensesyoucanuseintheeventofdiscriminatorypracticeallegationsCitespecificdiscriminatorypersonnelmanagementpracticesinrecruitment,selection,promotion,transfer,layoffs,andbenefitsListthestepsintheEEOCenforcementprocessDiscusswhydiversitymanagementisimportantandhowtoinstitutionalizeadiversitymanagementprogramLEARNINGOUTCOMESCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*CopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*EqualEmploymentOpportunityndashCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*CongressandpresidentsavoideddramaticactiononimplementingequalemploymentuntiltheearlysAtthatpoint,civilunrestamongminoritiesandwomenandchangingtraditionspromptedthemtoactCongresspassedseveralnewcivilrightslawsCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*TitleVIIoftheCivilRightsActPgEmployercannotdiscriminatebasedonrace,color,religion,sex,ornationaloriginPgAppliestopublicandprivateemployerswithormoreemployeesUnlawfulemploymentpracticesforanemployer:Tofailorrefusetohireortodischargeanindividualbecauseoftheindividualrsquosrace,color,religion,sex,ornationaloriginTolimit,segregate,orclassifyemployeesorapplicantsbytheirrace,color,religion,sex,ornationaloriginsuchthattheywouldbedeprivedemploymentopportunitiesoremploymentstatusEqualEmploymentOpportunityCommissionCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*TitleVIIoftheCivilRightsActwasoneofthefirstseralawsAsamendedbytheEqualEmploymentOpportunityAct,TitleVIIstatesthatitshallbeanunlawfulemploymentpracticeforanemployertodiscriminateagainstindividualsbasedonrace,color,religion,sex,ornationaloriginCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*EqualEmploymentOpportunityCommission(EEOC)PgEstablishedbyTitleVIIoftheCivilRightsActComprisedoffivemembersappointedbythePresidentforfiveyeartermsapprovedbytheSenateAdministersandenforcescivilrightsemploymentlawIssuesfederalguidelinesforEEOprocedurestobefollowedbyemployersReceivesandinvestigatesjobdiscriminationcomplaintsCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*TitleVIIestablishedtheEqualEmploymentOpportunityCommission(EEOC)toadministerandenforcetheCivilRightslawatworkCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*EarlyCourtDecisionsRegardingEqualEmploymentOpportunityGriggsvDukePowerCompanyPgEmployerrsquosnondiscriminatoryintentisirrelevantBurdenofjobrelatedproofonemployerldquoFairinformrdquopracticemustalsobenondiscriminatoryBusinessnecessityisadefenseforadverseimpactTestorpracticemustberelatedtojobperformanceCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*GriggswasalandmarkcasethattheSupremeCourtusedtodefineunfairdiscriminationindeclaringthatjobrequirementsmustbenecessaryandrelatedtosuccessonthejobDiscriminationdoesnrsquothavetobeintentionalCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*EarlyCourtDecisionsRegardingEqualEmploymentOpportunity(contrsquod)AlbemarlePaperCompanyvMoodyPgIfatestisusedtoscreencandidates,thenthejobrsquosspecificdutiesandresponsibilitiesmustbeanalyzedanddocumentedTheperformancestandardsforthejobshouldbeclearandunambiguousFederal(EEOC)GuidelinesonvalidationaretobeusedforvalidatingemploymentpracticesCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*TheSupremeCourtrsquosrulinginthiscaserequiresemployerstodocumentessentialjobrequirements,haveclearperformancestandards,andestablishedtheEEOC(nowFederal)GuidelinesonvalidationastheprocedurestobeusedbyemployersforvalidatingemploymentpracticesCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*EqualEmploymentOpportunityndashndashpresentPgCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*TheeffectofCRAwastorollbackequalemploymentlawtowhereitstoodbeforethesdecisionsInsomerespects,itevenplacedmoreresponsibilityonemployersCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*EqualEmploymentOpportunityndashndashpresent(contrsquod)PgCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*TheAmericanswithDisabilitiesAct(ADA)ofprohibitsemploymentdiscriminationagainstqualifieddisabledindividualswithregardtoapplications,hiring,discharge,compensation,advancement,training,orotherterms,conditions,orprivilegesofemploymentEmployersmustmakeldquoreasonableaccommodationsrdquoforphysicalormentallimitationsunlessdoingsoimposesanldquounduehardshiprdquoonthebusinessEmployeesmustshowthattheyaredisabledandqualifiedtodothejobtoestablishthatheorshehasadisabilitythatfitsundertheADACopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*FIGUREndashExamplesofHowtoProvideReasonableAccommodationNotinBookCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*CopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*EmployerObligationsUnderADAAnemployermustmakeareasonableaccommodationforaqualifieddisabledindividualunlessdoingsowouldresultinunduehardshipP#EmployersarenotrequiredtolowerexistingperformancestandardsorstopusingtestsforajobPg#Employersmayaskpreemploymentquestionsaboutessentialjobfunctionsbutcannotmakeinquiriesaboutdisability#Medicalexams(ortesting)mustbejobrelated#Employersshouldreviewjobapplicationforms,interviewprocedures,andjobdescriptionsforillegalquestionsandstatements#Employersshouldhaveuptodatejobdescriptionsthatidentifythecurrentessentialfunctionsofthejob#CopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*CopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*EmployersandADAEmployersarenotrequiredtotoleratemisconductorerraticperformance,evenifthebehaviorscanbeattributedtothedisabilityPgEmployerDefensesPg#Employersdonothavetocreateanewjobforthedisabledworkernorreassignthatpersontoalightdutypositionforanindefiniteperiod,unlesssuchapositionexistsPgQualifiedIndividualPg#EmployersshouldnottreatemployeesasiftheyaredisabledsothattheywillnotbeldquoregardedasrdquodisabledandprotectedundertheADAPg#CopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*CopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*TheldquoNewrdquoADAAmendmentsActof(ADAAA)ADAAexpandedthelistofmajorlifeactivitiesmakingiteasierforanemployeetoshowhisorherdisabilityasldquolimitingrdquoinhisorherabilitytoengageinamajorlifeactivityUnderADAAA,anemployeeisconsidereddisabledevenifheorshehasbeenabletocontrolhisorherimpairmentsthroughmedicalorldquolearnedbehavioralrdquomodificationsNotinthebook:Changes#onPgCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*TheEEOChadbeeninterpretingtheADArsquosldquosubstantiallylimitsrdquophraseverynarrowlyThenewADAAArsquosbasiceffectwillbetomakeitmucheasierforemployeestoshowthattheirdisabilitiesarelimitingThebottomlineisthatemployerswillhenceforthhavetoredoubletheireffortstomakesuretheyrsquorecomplyingwiththeADAandprovidingreasonableaccommodationsCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*FIGUREndashADAGuidelinesForManagersAndEmployersDonotdenyajobtoadisabledindividualifthepersonisqualifiedandabletoperformtheessentialjobfunctionsMakeareasonableaccommodationunlessdoingsowouldresultinunduehardshipYouneednotlowerexistingperformancestandardsorstopusingtestsforajobHowever,thosestandardsortestsmustbejobrelatedanduniformlyappliedtoallemployeesandcandidatesKnowwhatyoucanaskapplicantsIngeneral,youmaynotmakepreemploymentinquiriesaboutapersonrsquosdisabilitybeforemakinganofferHowever,youmayaskquestionsaboutthepersonrsquosabilitytoperformessentialjobfunctionsReviewjobapplicationforms,interviewprocedures,andjobdescriptionsforillegalquestionsandstatementsabouthealth,disabilities,medicalhistories,orpreviousworkersrsquocompensationclaimsItemizeessentialjobfunctionsinjobdescriptionsInADAlegalactions,acentralquestionwillbewhataretheessentialfunctionsofthejobDonotallowmisconductorerraticperformance(includingabsencesandtardiness),evenifthatbehaviorislinkedtothedisabilityCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*FiguresummarizessomeimportantADAguidelinesformanagersandemployersCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*OtherEmploymentActsandLawsGeneticInformationNondiscriminationActof(GINA)NewNotinthebookProhibitsdiscriminationbyhealthinsurersandtheuseofgeneticinformationbyemployersinemploymentProhibitstheintentionalacquisitionofgeneticinformationaboutapplicantsandemployeesImposesstrictconfidentialityrequirementsStateandLocalEqualEmploymentOpportunityLawsPgCannotconflictwithfederallawbutcanextendcoveragetoadditionalprotectedgroupsTheEEOCcandeferadiscriminationchargetostateandlocalagenciesthathavecomparablejurisdictionCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*TheGeneticInformationNondiscriminationAct(GINA)prohibitsdiscriminationbyhealthinsurersandemployersbasedonpeoplersquosgeneticinformationInadditiontofederallaws,allstatesandmanylocalgovernmentsprohibitemploymentdiscriminationbyprovidingcoverageforemployeesoffirmsthatfederallawsmightotherwisemissCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*TABLEndashSummaryofImportantEqualEmploymentOpportunityActionsPgActionWhatItDoesTitleVIIofCivilRightsAct,asamendedBarsdiscriminationbecauseofrace,color,religion,sex,ornationalorigininstitutedEEOCExecutiveordersProhibitemploymentdiscriminationbyemployerswithfederalcontractsofmorethan$,(andtheirsubcontractors)establishofficeoffederalcompliancerequireaffirmativeactionprogramsFederalagencyguidelinesIndicateguidelinescoveringdiscriminationbasedonsex,nationalorigin,andreligion,aswellasemployeeselectionproceduresforexample,requirevalidationoftestsSupremeCourtdecisions:GriggsvDukePowerCo,AlbemarlevMoodyRulethatjobrequirementsmustberelatedtojobsuccessthatdiscriminationneednotbeoverttobeprovedthattheburdenofproofisontheemployertoprovethequalificationisvalidEqualPayActofRequiresequalpayformenandwomenforperformingsimilarworkAgeDiscriminationinEmploymentActofProhibitsdiscriminatingagainstapersonageoroverinanyareaofemploymentbecauseofageStateandlocallawsOftencoverorganizationstoosmalltobecoveredbyfederallawsVocationalRehabilitationActofRequiresaffirmativeactiontoemployandpromotequalifiedhandicappedpersonsandprohibitsdiscriminationagainsthandicappedpersonsCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*Tablesummarizesselectedequalemploymentopportunitylaws,actions,executiveorders,andagencyguidelinesCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*TABLEndashSummaryofImportantEqualEmploymentOpportunityActions(contrsquod)ActionWhatItDoesPregnancyDiscriminationActofProhibitsdiscriminationinemploymentagainstpregnantwomen,orrelatedconditionsVietnamEraVeteransrsquoReadjustmentAssistanceActofRequiresaffirmativeactioninemploymentforveteransoftheVietnamwareraWardCovevAntonioMadeitmoredifficulttoproveacaseofunlawfuldiscriminationagainstanemployerAmericanswithDisabilitiesActofStrengthenstheneedformostemployerstomakereasonableaccommodationsfordisabledemployeesatworkprohibitsdiscriminationCivilRightsActofReversesvariousUSSupremeCourtdecisionsplacesburdenofproofbackonemployerandpermitscompensatoryandpunitivemoneydamagesfordiscriminationADAAmendmentsActofNEWMakesiteasierforemployeetoshowthathisorherdisabilityldquosubstantiallylimitsamajorlifefunctionGeneticInformationNondiscriminationActNEWSignedintolawinMay,thisprohibitsdiscriminatingagainstemployeesandapplicantsbasedontheirgeneticinformationCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*Tablesummarizesselectedequalemploymentopportunitylaws,actions,executiveorders,andagencyguidelinesCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*SexualHarassmentPgSexualHarassmentunderTitleVIIPgHarassmentonthebasisofsexthathasthepurposeoreffectofsubstantiallyinterferingwithapersonrsquosworkperformanceorcreatinganintimidating,hostile,oroffensiveworkenvironmentEmployershaveanaffirmativedutytomaintainworkplacesfreeofsexualharassmentandintimidationPgFederalViolenceAgainstWomenActofPgApersonwhocommitsaviolentcrimemotivatedbygenderisliabletothepartyinjuredWhenIstheWorkEnvironmentldquoHostilerdquoPgHowfrequentandorseverewasthediscriminatoryconductWasitphysicallythreatening,humiliating,oroffensiveDiditunreasonablyinterferewiththeemployeersquosworkDidtheemployeeperceivetheenvironmentashostileCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*SexualharassmentviolatesTitleVIIUnderTitleVII,sexualharassmentgenerallyreferstoharassmentonthebasisofsexwhensuchconducthasthepurposeoreffectofsubstantiallyinterferingwithapersonrsquosworkperformanceorcreatinganintimidating,hostile,oroffensiveworkenvironmentCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*WhatIsSexualHarassmentPgEEOCguidelinesdefinesexualharassmentas:Unwelcomesexualadvances,requestsforsexualfavors,andotherverbalorphysicalconductofasexualnaturethattakesplaceunderanyofthefollowingconditions:SubmissiontosuchconductismadeeitherexplicitlyorimplicitlyatermorconditionofanindividualrsquosemploymentSubmissiontoorrejectionofsuchconductbyanindividualisusedasthebasisforemploymentdecisionsaffectingsuchindividualSuchconducthasthepurposeoreffectofunreasonablyinterferingwithanindividualrsquosworkperformanceorcreatinganintimidating,hostile,oroffensiveworkenvironmentCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*EEOCguidelinesdefinesexualharassmentasunwelcomesexualadvances,requestsforsexualfavors,andotherverbalorphysicalconductofasexualnatureintheworkplaceCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*ProvingSexualHarassmentPgCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*QuidProQuoThemostdirectistoprovethatrejectingasupervisorrsquosadvancesadverselyaffectedwhattheEEOCcallsaldquotangibleemploymentactionrdquosuchashiring,firing,promotion,demotion,andorworkassignmentHostileEnvironmentCreatedbySupervisorsHarassmentdoesnothavetohavetangibleconsequencestoprovesexualharassmentHostileEnvironmentCreatedbyCoworkersorNonemployeesQuestionablebehaviorofotherscancreateahostileenvironmentCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*SexualHarassment:CourtDecisionsPgCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallHumanResourcesManagementeGaryDesslerCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*TheUSSupremeCourtusedacasecalledMeritorSavingsBank,FSBvVinsontoendorsebroadlytheEEOCrsquosguidelinesonsexualharassmentTwootherSupremeCourtdecisionsfurtherclarifiedquidproquoandanemployerrsquosdutytoexercisereasonablecaretopreventsexualharassmentCopyrightcopyPearsonEducation,IncpublishingasPrenticeHallndash*FIGUREndashPgHRinPractice:WhatEmployersShouldDotoMinimizeLiabilityinSexualHarassmentClaimsTakeallcomplaintsaboutharassmentseriouslyEncouragethevictimtoinformtheharasserdirectlythattheconductisunwelcomeandmuststop,andtouseanyemployercomplaintmechanismavailableIssueastrongpolicystatementcondemningsuchbehaviorItshouldclearlydescribetheprohibitedconduct,assureprotectionagainstretaliation,describeacomplaintprocessthatprovidesconfidentiality,andprovideaccessibleavenuesofcomplaintandprompt,thorough,impartialinvestigationandcorrectiveactionInformallemployeesaboutthepolicyandoftheirrightsunderthepolicyTakestepstopreventsexualharassmentfromoccurringForexample,communicatetoemployeesthattheemployerwillnottoleratesexualharassment,andtakeimmediateactionwhensomeonecomplainsEstablishamanagementresponsesystemthatincludesanimmediatereactionandinvestigationTrainsupervisorsandmanagerstoincreasetheirawarenessoftheissuesDisciplinemanagersandemployeesinvolvedinsexualharassmentKeepthoroughrecordsofcomplaints,investigations,andactionstakenConductexitinterviewsthatuncoveranycomplaintsandthatacknowledgebysignaturethereasonsforleavingRepublishthesexualharassmentpolicyperiodicallyEncourageu

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