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Human Resources Compliance And Ethics Essay

1141 words - 5 pages

Human Resources Compliance PAGE \* MERGEFORMAT 1
Running head: HUMAN RESOURCES COMPLIANCE AND ETHICSHuman Resources Compliance and EthicsUniversity of PhoenixHuman Resources Compliance and EthicsThe organization selected for this paper is NEC Corporation of America, (NEC). NEC "is a leading provider of innovative IT, network and communications products and solutions. Empowered by innovation, its solutions, products and services are backed by the leadership and expertise of one of the most successful global companies of more than 100 years," (NEC Intranet, 2011, p. 1). NEC is committed to the maximum utilization of all human resources and the goal of Equal Employment Opportunity and Affirmative Action. In this paper, EEO regulations are identified, along with analyzing the challenges that Human Resources (HR) faces in complying with regulations. Also identified are the company's key values toward employees and the role that ethics plays in the company's practices are evaluated.Five EEO regulationsThe policy and practice of NEC is to provide equal opportunities to all employees and "applicants for employment without regard to race, color, religion, national origin, sex, sexual orientation, age, marital status, disability, genetic characteristics, height, weight, arrest record pertaining to misdemeanors or status as a Vietnam era or special disabled veteran, or any other class protected by applicable federal, state or local laws," (NEC Intranet, 2011, p. 1). The Equal Employment Opportunity Commission (EEOC) "is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information" (EEOC, 2011, p. 1). NEC complies with the EEOC. Some of these laws include the Equal Pay Act of 1963, Title VII of the Civil Rights Act (1991), the Age Discrimination in Employment Act, the Pregnancy Discrimination Act (1978), and the Family and Medical Leave Act of 1993, (NEC Intranet, 2011).The Equal Pay Act (1963)The Equal Pay Act of 1963 prohibits sex-based discrimination in rates of pay paid to men and women working on the same or similar jobs, (Byars & Rue, p. 43).Title VII, Civil Rights Act (1991)The Civil Rights Act of 1991 permits women, persons with disabilities, and persons who are religious minorities to have a jury trial and sue for punitive damages of up to $300,000 if they can prove they are victims of intentional hiring or workplace discrimination, (Byars & Rue, p. 48).The Age Discrimination in Employment Act of (1967)The Age Discrimination in Employment Act (ADEA), passed in 1967, prohibits discrimination in employment against individuals aged 40 through 69, (Byars & Rue, p. 45).Pregnancy Discrimination Act (1978)Under the Pregnancy Discrimination Act of 1978, employers must treat pregnancy just like any other medical condition with regard to fringe...

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