Employment Laws Chart Essay

Prevents contrariety of the hiring, compensation, conditions, and privileges of employment by basing them on on race, religion, color, invoke, or guinea pigity shopping centre of Atlanta Motel INC., v. United Statesensures every psyche is equal chance of getting hire based on their qualifications disregardless of, sex race, color, religion, or national origin employers be required to post signs with the Title seven contents in all toldiance break-rooms fitted Employment hazard coiffurePrevents employers from discriminating against employees on the basis of age, race, sex, creed, religion, color, or national origin McDonnell DouglasCorp. v. GreenEnsures that the Civil Rights manage is being followed and contrives power to the Equal probability Employment Commission Companies adopted pr roundices that prevented discrimination in compliance with Equal Opportunity Employment characterization.Equal Pay workmandates that men and women working in the aforesaid(prenominal ) role within a company be given equal compensation for equal work Schultz v. Wheaton Glass Co. 1970Mandates that every matchless is remunerative the equal wages for identical commerces regardless of their sex Merit based, knowledge based, and image are criteria for pay rate instead than genderAge Discrimination in Employment cloak of 1967Protects employees ages 40 to 65 from discriminationGomez v. PotterThe size commensurateness of the ADEA is that it comforts the older employees from discrimination. Wal-Mart for example hires older people specifically for the use as door greetersAmericans with Disabilities be active of 1990Prohibits discrimination against an essentially qualified individual, and requires companies to harmonize individuals reasonably Tennessee v. Lane in 2004The importance of this act is that it requires companies to make reasonable accommodations for disable employees so they will be able to perform their job Companies accommodate employees with disabi lities by using TTD, speaking technology, and elevatorsCivil Rights mold of 1991The updated version of this act nullified necessitate supreme Court decisions and reinstates burden of demonstration by employer and allows for punitive and compensatory damages by jury trials Wards Cove Packing Co. v. AtonioFamily and Medical confide Act (FMLA) of 1993Permits employees in organizations of 50 or more workers to bow up to 12 weeks of unpaid leave for circumstances adumbrate in the actThe importance of this act is that it makes it easier to balance family, work and other obligations without fearing losing their jobs If you throw off a child, adopt a child, or if you yourself become sick or endure a sick parent, child, or first mate you may be eligible to take unpaid time off to be with them without the job loss.Privacy Act of 1974protects real federal government records pertaining to individuals. In particular, the Act covers systems of records that an agency maintains and retri eves by an individuals name or other in the flesh(predicate) identifierIndividuals have the right to look at their employee file to make sure that discipline is accurateDrug-Free Workplace Act of 1988This act requires some federal contractors and all federal grantees agree that they will reserve drug free workplaces as a precondition of receiving a contract or grant from the Federal Government Enacted by copulation as part of an anti-drug commandment in 1988 The importance of this act is that it ensures the asylum of all employees by ensuring that no one will be working piece under the influence of drugs Drug interrogation as part of an application cognitive operation and if an employee is hurt on the job roughly companies require a drug try on when they go to the hospitalPolygraph Protection Act of 1988Prohibits employers to use polygraph runnels in a job application process On June 27, 1988, Congress enacted the Employee Polygraph Protection Act 1 to check the use of lie detector devices in the workplace The importance of this act is that it protects employees from violating covert issues byasking non job associate It is unreasonable for employers to give potential employees polygraph testWorker Adjustment and Retraining tattle Act (WARN) of 1988Makes sure that employers give presentment to employees about plant closings or lay-offs This became truth without President Ronald Reagans signature with the use of veto-proof Democratic majority in Congress The importance of this law is to protect employees because of a shut down or layoff, requiring employees be given a 60-day strike out ease the burden of losing their jobs, some companies give severance packages based on the employees old age of service with the company