Hr Compliance And Ethics Essay

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HR Compliance and Ethics Equal employment opportunity and the laws of equal employment link human resources management with the business manager in the workplace. The law precedes the opportunity. The opportunity creates the necessity for the law. WX is no exception to this link. With more than 35,000 employees, managing human resources compliance and human resources policies is handled by many people and requires much attention to detail. After describing five federal regulations and how WX complies with these regulations, the accountability of the WX human resources group is shared. Five Equal Employment Opportunity Regulations The provisions of Title VII of the Civil Rights Act of 1964 that is designated as the “keystone federal legislation” in equal employment opportunity by Byars and Rue cover disparate treatment and disparate impact discrimination (2004, p. 43). Disparate treatment is defined as deliberate discrimination, treating a group, or class of employees differently from another. Disparate impact discrimination is defined as inadvertent discrimination “involving employment practices that appear to be neutral but adversely affect a protected class of people” (Byars & Rue, 2004, p. 44). The regulation “prohibits discrimination on the basis of race, color, religion, sex, or national origin in all aspects of employment” (Cascio, 2002, p. 83). The Age Discrimination in Employment Act (ADEA) passed in 1967 outlaws bias against people aged 40 through 69. Among other amendments, one in 1987 abolished mandatory retirement at age 70 for companies of 20 employees or more. The forbidden employment practices of ADEA include “failure to hire, discharge, denial of employment, and discrimination with respect to terms or conditions of employment because of an individual’s age within the protected age group” (Byars & Rue, 2004, p. 45). One

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