The Implications of Labor Law

This is a Master Human Resource Management Course. 6th edition APA style and Please two References and in text citations.

In your studies for this unit, you have examined many labor laws that affect human resource management practices.

For you initial post, choose one labor law presented in the Labor Law Timeline presentation, and discuss its implications for HRM.

•If possible, select a labor law that is of interest to you.

•Explain how your selected labor law shapes HRM practices.

Labor Law Timeline

Throughout history, the federal government has passed significant legislation to prohibit discrimination in the workplace. As an HRM professional, it is important to understand these laws and how they shape recruitment, selection, performance appraisal, training opportunities, promotion, and compensation practices. This timeline will provide you with a brief overview of this important legislation.

1866

Early Civil Rights Act
Extended the right to full and equal benefits of all laws, regardless of race.

1933

Unemployment Relief Act
Prohibited employment discrimination on account of race, color, or creed.

1938

Fair Labor Standards Act
Provided minimum wage rates, overtime payment requirements, limitations on child labor, and equal rights for all employees engaged in interstate and foreign commerce.

1941

Executive Order 8802
Issued by Franklin D. Roosevelt to ensure every American citizen, “regardless of race, creed, color, or national origin,” would be guaranteed equal employment opportunities with WWII defense contracts.

These early efforts did not correct discrimination due to:
•Lack of enforcement – Agencies responsible for upholding laws were not given power to enforce.
•Lack of specificity – Acts did not list specific unlawful discriminatory practices or methods for correction.
•Voluntary compliance – Employers covered by acts were only required to comply voluntarily.

1963

Equal Pay Act
Prohibits discrimination in pay, employee benefits, and pension based on gender. Passed as an amendment to the Fair Labor Standards Act.

1964

Title VII of the Civil Rights Act of 1964
Prohibits discrimination in all HR activities based on race, color, religion, sex, or national origin. Early executive orders and acts paved the way for its passage. Created Equal Employment Opportunity Commission to enforce act.

1965

Executive Order 11246
Prohibits discrimination based on race, color, religion, sex, or national origin by federal agencies and government contractors with contracts of $10,000. Requires government contracts with contracts of $50,000 or more and fifty or more employees to develop affirmative action plans. Created the Federal Contract Compliance Programs (OFCCP) to ensure equal employment opportunity in federal procurement similar to the EEOC.

1967

Age Discrimination in Employment Act
Prohibits discrimination against individuals 40 or older based on age. Allows exceptions when age is a bona fide occupational qualification.

1972

Equal Employment Opportunity Act
Passed as amendment to the Civil Rights Act of 1964. Broadened coverage to include state and local governments and public and private educational institutions. Allowed Equal Employment Opportunity Commission (EEOC) to sue employers in court to strengthen enforcement powers.

1973

Vocational Rehabilitation Act of 1973
Requires private employers with federal contracts over $2,500 or recipients of federal financial assistance, such as private and public colleges, to make reasonable accommodation to hire qualified individuals with a mental or physical disability.

1978

Pregnancy Discrimination Act
Defines pregnancy as a disability and grants equal rights with employees with other medical conditions. Prohibits discrimination in hiring, promotion, or termination of pregnant women. Amended Civil Rights Act of 1964.

1990

Americans with Disabilities Act
Prohibits discrimination against individuals with physical and mental disability or chronic illness. Requires employers to make reasonable accommodation for disable people who are otherwise qualified for work. Amended Civil Rights Act of 1964.

1991

Civil Rights Act of 1991
Increases the award of compensatory or punitive damages in cases of intentional discrimination or unlawful harassment based on sex, religion, national origin, and disability. Very significant reinforcement of prior legislation by affecting business behaviors through fine and punishment. Amended Civil Rights Act of 1964.

1994

Uniformed Services Employment and Reemployment Rights Act
Prohibits discrimination based on short term military service obligations.

Present
State and Local Fair Employment Practices – Model federal legislation to extend coverage to employers exempt from federal legislation especially smaller employers. Additionally, the federal government continues to refine this legislation to affect business behaviors.