Mastering Diversity: Managing for Success Under ADA & Other Anti-discrimination LawsSilver Lake Publishing, 1995 - 474 páginas Shows business owners how to comply with diversity rules ethically while minimizing financial risk to the company; explains the Americans with Disabilities Act, the Civil Rights Act of 1991, the Age Discrimination in Employment Act, and the proposed Employment Non-Discrimination Act. Includes worksheets and forms. |
Dentro del libro
Resultados 1-5 de 82
Página 6
... en- forcement of those goals is sometimes problematic. But, as a business person it's your job to meet this challenge and keep ahead. The EEOC can investigate your management policies and practices if 6 MASTERING DIVERSITY.
... en- forcement of those goals is sometimes problematic. But, as a business person it's your job to meet this challenge and keep ahead. The EEOC can investigate your management policies and practices if 6 MASTERING DIVERSITY.
Página 16
... person ; state that policies in the handbook can be amended at any time ; list certain kinds of behavior — including discrimina- tion , bias and sexual harassment — that you do not tol- erate . Commit to taking disciplinary action ...
... person ; state that policies in the handbook can be amended at any time ; list certain kinds of behavior — including discrimina- tion , bias and sexual harassment — that you do not tol- erate . Commit to taking disciplinary action ...
Página 18
... good - faith business judg- ment dictates . You don't have to worry about firing a problem person because she is a racial minority . You don't have to hesi- tate to hire a decent candidate because he's in a 18 MASTERING DIVERSITY.
... good - faith business judg- ment dictates . You don't have to worry about firing a problem person because she is a racial minority . You don't have to hesi- tate to hire a decent candidate because he's in a 18 MASTERING DIVERSITY.
Página 19
... person can afford to pass them over . In the modern world , business can't af- ford to indulge in the foolish luxuries of racial or gender biases . Legislatures and courts don't always seem to understand this . Regulators rarely do ...
... person can afford to pass them over . In the modern world , business can't af- ford to indulge in the foolish luxuries of racial or gender biases . Legislatures and courts don't always seem to understand this . Regulators rarely do ...
Página 28
... person accounted for 22.7 per- cent . Failure - to - hire complaints made up only 13 percent of the filings — experts had expected this number be higher . From July 1992 through January 1994 , the number of people filing EEOC complaints ...
... person accounted for 22.7 per- cent . Failure - to - hire complaints made up only 13 percent of the filings — experts had expected this number be higher . From July 1992 through January 1994 , the number of people filing EEOC complaints ...
Contenido
3 | |
21 | |
Age | 85 |
Race etc | 133 |
Family and Medical Leave | 183 |
Gender Discrimination | 231 |
Affirmative Action | 279 |
The Effect of State Diversity Laws | 331 |
Diversity as a Business | 363 |
Appendices | 371 |
Index | 417 |
Términos y frases comunes
AARP ADEA affirmative action affirmative action programs age discrimination agency Alaska Airlines alleged allowed Apffels argued attorney awarded basis benefits charges Civil Rights Act claims complaint compliance comply condition considered court concluded Court decision crimination damages denied Department disability discriminatory disparate impact diversity law EEOC employ employee's employees enforcement equal employment Equal Pay Act ERISA establish evidence facie federal court filed fired FMLA force gender guidelines hiring Hispanic illegal individual issues job applicant Johnson Controls Kier labor lawsuit male manager ment minorities nation older workers parental leave percent performance person ployees position pregnancy problems prohibited promotion protected purser qualified race reasonable accommodation request retirement Rotary International seniority system sexual harassment specific statistical supervisor Supreme Court termination tion Title VII trial court U.S. Supreme Court Unruh Act violation women workplace diversity
Pasajes populares
Página 156 - Notwithstanding any other provision of this title, it shall not be an unlawful employment practice for an employer to apply different standards of compensation, or different terms, conditions, or privileges of employment pursuant to a bona fide seniority or merit system...
Página 91 - It shall be an unlawful employment practice for an employer— (1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin...
Página 145 - Nothing contained in this title shall be interpreted to require any employer, employment agency, labor organization, or joint labor-management committee subject to this title to grant preferential treatment to any individual or to any group because of the race, color, religion, sex, or national origin...
Página 255 - The refusal to hire a woman because of her sex based on assumptions of the comparative employment characteristics of women in general. For example, the assumption that the turnover rate among women is higher than among men.
Página 39 - disability" means, with respect to an individual (A) a physical or mental impairment that substantially limits one or more of the major life activities of such individual; (B) a record of such an impairment; or (C) being regarded as having such an impairment.
Página 91 - ... (2) to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's race, color, religion, sex, or national origin.
Página 334 - That all persons within the jurisdiction of the United States shall be entitled to the full and equal enjoyment of the accommodations, advantages, facilities, and privileges of inns, public conveyances on land or water, theaters, and other places of public amusement; subject only to the conditions and limitations established by law, and applicable alike to citizens of every race and color, regardless of any previous condition of servitude.
Página 44 - reasonable accommodation" may include (A) making existing facilities used by employees readily accessible to and usable by individuals with disabilities; and (B) job restructuring, part-time or modified work schedules, reassignment to a vacant position, acquisition or modification of equipment or devices, appropriate adjustment or modifications of examinations, training materials or policies, the provision of qualified readers or interpreters, and other similar accommodations for individuals with...
Página 333 - Whenever the Attorney General has reasonable cause to believe that any person or group of persons is engaged in a pattern or practice...
Página 269 - ... submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting...