Employment Law Report

Employment Law Report

Stephanie Carroll

HRM531

June 27, 2016

John Henderson, SPHR

Employment Law Report

        For many years, organizations have needed guidelines regarding the management of their human resources. Workers are human beings and as such should be protected by the law for the purpose of preventing discrimination, and exploitation. During history it has seen fit to create laws to regulate, for example, child labor, to prevent abuse against minorities, and avoid discrimination against gender or beliefs. In this paper the development of three employment laws and the consequences of non-compliance will be discussed. Also, I will explain how companies should apply these laws and establish compliance.

Employment Laws and consequences of non-compliance

        The three employment laws that were chosen are Title VII of the 1964 Civil Rights Act, Pregnancy Discrimination Act of 1978, and The Americans with Disabilities Act (ADA). In this paper, we will look at these particular laws, their concept, and the consequences of non-compliance.

Title VII of the 1964 Civil Rights Act

“As amended by the 1972 Equal Employment Opportunity Act, Title VII states that an employer cannot discriminate based on race, color, religion, sex, or national origin” (Dressler, 2015, page 32). This law protects discrimination against any human being no matter what their background is. For years, race, color, and sex were the few things that kept many people from securing a job. Before 1964, there was nothing stopping an employer from hiring someone based on discrimination. People of color and woman couldn’t get the jobs they wanted for the longest time. With this law in place, no matter what your background is or where you come from should matter in the decision making when hiring employees.

        Title VII created the Equal Employment Opportunity Commission (EEOC). “The Equal Employment Opportunity Commission receive and investigate job discrimination complaints from aggrieved individuals” (Dressler, 2015, page 32). The EEOC can solve the situation among them, and if not then the courts can handle it. From an employer’s perspective it’s easier to handle things within the business; because once court gets involved then it becomes messy and very public.  

        According to Tyson Snow, failure to comply with these laws can cause the court to grant an injunction or a temporary restraining order to restrain violation of Title VII. Failure to post notice of the requirement of Title VII will subject the employers to fines of up to $100.00 for each violation. An employer that willfully makes a false statement on the annual report can be subjected to fines of up to $10,000.00 and/or imprisonment of up to five years. Relief may also include hiring, reinstatement, back pay and/or promotion of affected employees. (Snow, 2012)