Employment Laws Chart Essay

Prevents discrimination of the hiring, compensation, conditions, and privileges of employment by basing them on on race, religion, color, sex, or nationality Heart of Atlanta Motel INC., v. United Statesensures every person is fit chance of getting hired based on their qualifications regardless of, sex race, color, religion, or national origin employers are required to post signs with the Title septette contents in company break-rooms able Employment Opportunity ActPrevents employers from discriminating against employees on the basis of age, race, sex, creed, religion, color, or national origin McDonnell DouglasCorp. v. GreenEnsures that the obliging Rights Act is being followed and returns power to the Equal Opportunity Employment Commission Companies adopted practices that prevented discrimination in compliance with Equal Opportunity Employment Act.Equal Pay Actmandates that men and women working in the same role within a company be given couple pay for equal work Schultz v. W heaton Glass Co. 1970Mandates that everyone is paid the equal wages for identical jobs regardless of their sex Merit based, knowledge based, and experience are criteria for pay rate rather than genderAge Discrimination in Employment Act of 1967Protects employees ages 40 to 65 from discriminationGomez v. PotterThe splendor of the ADEA is that it protects the older employees from discrimination. Wal-Mart for example hires older population specifically for the use as door greetersAmericans with Disabilities Act of 1990Prohibits discrimination against an essentially qualified individual, and requires companies to accommodate individuals reasonably Tennessee v. Lane in 2004The importance of this act is that it requires companies to shake reasonable accommodations for disabled employees so they forget be able to perform their job Companies accommodate employees with disabilities by using TTD, speaking technology, and elevatorsCivil Rights Act of 1991The updated adaptation of this ac t nullified select supreme Court decisions and reinstates burden of proof by employer and allows for punitive and compensatory damages through jury trials Wards Cove Packing Co. v. AtonioFamily and Medical supply Act (FMLA) of 1993Permits employees in organizations of 50 or more workers to take up to 12 weeks of unpaid leave for circumstances outlined in the actThe importance of this act is that it makes it easier to balance family, work and other obligations without fearing losing their jobs If you have a child, adopt a child, or if you yourself become dark or have a sick parent, child, or spouse you may be eligible to take unpaid time off to be with them without the job loss.Privacy Act of 1974protects certain federal government records pertaining to individuals. In particular, the Act covers systems of records that an agency maintains and retrieves by an individuals name or other personal identifierIndividuals have the right to look at their employee file to make sure that inf ormation is accurateDrug-Free Workplace Act of 1988This act requires some federal contractors and all federal grantees agree that they will provide drug free workplaces as a precondition of receiving a contract or grant from the Federal Government Enacted by Congress as part of an anti-drug legislation in 1988 The importance of this act is that it ensures the safety of all employees by ensuring that no one will be working while to a lower place the influence of drugs Drug turn uping as part of an application process and if an employee is hurt on the job most companies require a drug test when they go to the hospitalPolygraph Protection Act of 1988Prohibits employers to use polygraph tests in a job application process On June 27, 1988, Congress enacted the Employee Polygraph Protection Act 1 to regulate the use of lie detector devices in the workplace The importance of this act is that it protects employees from violating privacy issues byasking non job related It is unreasonable f or employers to give potential employees polygraph testWorker Adjustment and Retraining Notification Act (WARN) of 1988Makes sure that employers give notification to employees about plant closings or lay-offs This became law without death chair Ronald Reagans signature through the use of veto-proof Democratic majority in Congress The importance of this law is to protect employees because of a shut down or layoff, requiring employees be given a 60-day notice ease the burden of losing their jobs, some companies give severance packages based on the employees years of service with the company