Jetblue Case Study

2500 Words10 Pages
National Equal Employment Opportunity Laws Equal employment opportunity laws were developed to protect both employees and employers to prohibit discrimination in the workplace. The equal employment opportunity laws also provide employers and their human resources department the guidelines to follow regarding legal employment requirements. There are several laws that have been passed and amended to enhance the hiring practices of all organizations. Title VII of the Civil Rights Act of 1964, is a valid law used during JetBlue Airways start-up and throughout their hiring practices. This law is considered to be one of the most important laws that form the equal employment opportunity laws. The Civil Rights Act of 1964, make it illegal for an employer to discrimination on the basis of race, sex, religion, national origin, and color. “The Act also forbids retaliation against an employee who has participated in an investigation, proceeding, or hearing” (Mondy, 2012, p. 53). The Equal Pay Act of 1963, amended in 1972 is another national law that highly impacts JetBlue Airways hiring practices. “Passed as an amendment to the Fair Labor Standards Act, the Equal Pay Act of 1963 (EPA) prohibits an employer from paying an employee of one gender less money than an employee of the opposite gender, if both employees do work that is substantially the same” (Mondy, 2012, p. 52). For example, JetBlue Airways was able to customize to the needs of their different employee groups providing tailored jobs, pay, and benefit packages to ensure equality and equity in their hiring practices (Gittell and O’Reilly, 2001). Lastly, JetBlue Airways strongly promotes workplace diversity as a part of their business strategies. This would in turn relate to The Americans with Disabilities Act of 1990, which is the law that prohibits discrimination against competent employees with
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