Chapter 3 - The legal context of employment decisions. The learning objectives for this chapter include: Recognize and describe the difference between the HR policies and HR procedures utilized by employers, identify the steps managers use to develop HR policies and procedures, state the importance of conducting a legal review before implementing HR policies and procedures,. | Chapter 3 The Legal Context of Employment Decisions Answering Charges of Discrimination Questions to ask about the charges filed against your company: Was the charge filed within the time allowed? Does the charge name the proper employer? Is your company subject to federal anti-discrimination statutes? Preparing a Response to Charges of Discrimination One of three possible responses: Agree to mediate the charge Make a settlement offer to the charging party Prepare a company position statement The position statement should include the following: Brief description of the company’s business Brief description of your understanding of the charging party’s position Brief description of rules, policies, or procedures you think are relevant Chronological description of all events leading up to and including the event EEO and Unfair Discrimination A short list of outlawed discriminatory practices: Job applicants may not be rejected based on the following: Race National Origin Age Sex Physical | Chapter 3 The Legal Context of Employment Decisions Answering Charges of Discrimination Questions to ask about the charges filed against your company: Was the charge filed within the time allowed? Does the charge name the proper employer? Is your company subject to federal anti-discrimination statutes? Preparing a Response to Charges of Discrimination One of three possible responses: Agree to mediate the charge Make a settlement offer to the charging party Prepare a company position statement The position statement should include the following: Brief description of the company’s business Brief description of your understanding of the charging party’s position Brief description of rules, policies, or procedures you think are relevant Chronological description of all events leading up to and including the event EEO and Unfair Discrimination A short list of outlawed discriminatory practices: Job applicants may not be rejected based on the following: Race National Origin Age Sex Physical Disability EEO is a combination of legislative and judicial policy set forth by federal, state, and local governments that ensures fair and equal treatment of all persons The Legal Context of HRM Two classes of federal discrimination laws: Laws that are broad scope that prohibit unfair discrimination Laws of limited application (those that require compliance to receive federal funding) Some examples of laws of broad scope: 13th and 14th amendments to the US Constitution The Civil Rights Acts of 1866 and 1871 Title VII of the Civil Rights Act of 1964 The Equal Pay Act of 1963 The Age Discrimination in Employment Act of 1967 Federal Enforcement Agencies The EEOC and the OFCCP enforce federal anti-discrimination laws EEOC (Equal Employment Opportunity Commission) Headed by five commissioners Only three can be from the same political party Each is appointed by the United States President Each serves a five-year term OFCCP (Office of Federal Contract Compliance Programs) Uses and enforces .
