Regulations (Human Resource) Employee Labor and Relations Class Research Paper

Regulations (Human Resource) Employee Labor and Relations Class - Research reputation Exampleeducation, to extend the management on Civil Rights, to prevent inconsistency in federally assisted programs, to establish a Commission on Equal Employment Opportunity, and for other purposes (Title VII of the Civil Rights human action of 1964, n.d.). The EEOC is created under Title VII of Civil Rights Act which enforces a range of federal statutes prohibiting employment discrepancy. hence whatever employer, employment agency or organization shall comply with all the rules and regulations in the act. EEOC stated that any individual who believes that his or her employment rights have been violated may file a charge of discrimination with EEOC and an individual, organization, or agency may file a charge on behalf of a nonher person in order to protect the aggrieved persons identity (Federal Laws Prohibiting Job Discrimination Questions and Answers, 2009). Under the EEOC-enforced laws, co mpensatory and punitive damages may be available if intentional discrimination is found (Federal Laws Prohibiting Job Discrimination Questions and Answers, 2009). intimate Harassment Law The slip of paper of Jenson v. Eveleth Taconite Company became the landmark exemplar which led to the passing of the Sexual Harassment Law. In this case, Jenson filed a case to her employer because of the curse they received while working in the mining company. They were harassed and abused and there were incidents of unwished touching, including kissing, pinching, and grabbing and offensive language directed at individuals as well as frequent generic comments that women did not belong in the mines, kept jobs from men, and belonged home with their children (Jenson v. Eveleth Taconite Company, 1997). Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964 (Facts About Sexual Harassment, 2002). This discrimination includes unwelcome knowledgeable a dvances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individuals employment, unreasonably interferes with an individuals work performance or creates an intimidating, hostile or offensive work environment (Facts About Sexual Harassment, 2002). For any federal complaint, a person can file an action for sexual harassment with the Equal Employment Opportunity Commission (EEOC). The best way to get rid of any sexual harassment in the workplace is prevention, gum olibanum the EEOC encourages the employers are encouraged to take steps necessary to prevent sexual harassment from occurring by distinctly informing their employees that sexual harassment will not be tolerated (Facts About Sexual Harassment, 2002). The employers should take an adjacent and appropriate action when an employee complains through an established and effective com plaint and grievance process (Facts about Sexual Harassment, 2002). American with Disabilities Act This act can be traced back to the return of veterans of the World War I and an increase in industrial accidents