Why is it important for jameel to know about the laws and regulation that affect human practice?
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Answer:
Laws Affecting Human Resource Practices
LEARNING OUTCOMES
List the protected employee classes in the United States.
Summarize the key laws related to employee discrimination.
Explain what HR managers can do to protect the company against discrimination lawsuits.
Explain HR’s role in workplace safety.
Explain collective bargaining and the law that governs it.
Protected Classes of Employees
A judge's gavelCertain groups of employees are legally protected from discrimination. In other words, if an employee belongs to a protected group and is discriminated against because of his or her status as a member of that group, that employee can take legal action against the employer. But being part of a protected group does not mean an employee can never be disciplined or fired.
For example, imagine a female employee who shows up late, meets few of her goals, and receives a poor evaluation. She applies for promotion but loses out to a white man who has worked hard, met his goals, and received a very positive evaluation. In this case, the woman was not discriminated against because of her gender; rather, she was denied promotion because of poor work performance. As a result, she would not have legal cause for action.
On the other hand, imagine a Latino employee who has a stellar work record. He is laid off, whereas a Caucasian worker with a poor work record is kept on. In this case, there is a good chance the Latino employee could win a legal case against his employer for racial discrimination.
HR managers can protect the company against discrimination lawsuits by understanding discrimination law and putting policies into place to avoid discrimination. Should discrimination occur despite workplace policies against it, HR managers can work with upper management to quickly address individual issues, compensate employees, and discipline managers who discriminate. The Equal Employment Opportunity Commission (EEOC) is responsible for interpreting and enforcing the laws against discrimination in the workplace.
Employers may not discriminate against employees because of:
Race or Color: This category includes black people, white people, people of Latino or Asian origin or descent, and indigenous peoples.
National Origin: This means employers may not discriminate based on the country where a person was born or the country from which his or her ancestors came—unless language or other requirements make it impossible for the individual to do the job effectively. For example, a native Russian speaker with no English language skills could reasonably be denied a job as a lecturer in a U.S. college.
Sex: This means an employer cannot discriminate against either men or women as a result of their gender. Title VII as it is currently interpreted provides protection based on gender identity or sexual orientation. To quote the EEOC “these protections apply regardless of any contrary state or local laws.”[1]
Religion: According to the EEOC, protections “include moral or ethical beliefs as to what is right and wrong which are sincerely held with the strength of traditional religious views.” Employers must “reasonably accommodate to an employee’s or prospective employee’s religious observance or practice” unless doing so would impose an “undue hardship on the conduct of the employer’s business.”