HRM Assignment Help On Employment Opportunity

Introduction In current business environment, equal employment opportunity is essential for the employees in order to make effective presence in the organization as well as improve the productivity and efficiency. This also helps the organization to reduce the discrimination from the job. This assignment help paper discusses the Civil Right Act of 1964. This paper also discusses any policy changes to ensure the compliance with Title VII of the Civil Right Act 1964. In addition, this paper also describes the Age Discrimination in Employment Act.

Compliance with Civil Right Act of 1964: The Civil Right Act of 1964 forbade discrimination on the basis of sex as well as race in hiring, promoting and firing. This law has various titles that provide detailed description about the civil rights. The Title VII of the Civil Right Act of 1964 prohibits the employment discrimination from the organizations in the country. Before passing of Civil Right Act of 1964, employer could reject a job applicant on the basis of race, religion, sex and national origin. An employer could also cancel the agreement or assignment on the basis so of nationality, religion, a color such as person was black or white, Muslim or Christian, a man or woman etc. (National Achievers, 2012). In Heartland Corners, the information about 75% populations is educated is helpful for the organization to comply with Civil Right Act of 1964. It is identified that an employer can legally impose an educational requirement, if the job requirement directly impact on the performance of the job. In the given situation, Gelato Cheese Company needs high school diploma for its cleaning crew. In the situation, the high school diploma is not necessary to recruit employees for cleaning crew. So, Gelato Cheese Company comes under Title VII of Civil Right Act of 1964. If someone challenges the practices of Gelato Cheese Company in court, the court would likely to consider the disparate impact that the educational requirements of the company’s hiring of minorities (Cihon & Castagnera, 2010). So, it can be stated that educational requirements of Gelato Cheese Company would likely to be considered as unintentional discrimination against minorities.

Changes in Policy: In order to compliance with the Civil Right Act of 1964, Gelato Cheese Company should need to change its recruitment policy. In the recruitment policy, company should create necessary amendments to include minority people on the job post. It can be helpful for the company to act according to the Title VII of the Civil Right Act of 1964. Title VII of Civil Right Act of 1964 describes that there is no discrimination in the job on the basis of race, gender, religion, national origin and color (Twomey, 2009). Discrimination on the basis of these is an illegal activity for the company. This law helps the employees as well as job applicants and protects their rights in the companies. An organization should also make effective changes in the policy and provide equal employment opportunities to the employees in the organization. This can support employees to work in the company and to make effective relationship with the other employees of the company. This can also be helpful for the company in order to create balance of employees in the organization and to create an effective diverse workforce to achieve organizational goals and objectives in effective way (Cihon & Castagnera, 2010). These changes in recruitment policy can also help for the company to protect the company from any risk related to the discrimination in future. It is because the Title VII of the Civil Right Act of 1964 established the Equal Employment Opportunity Commission (EEOC) that protects the rights and bound the companies to enforce this law and other laws that protect employees against the employment discrimination (Hayes & Ninemeier, 2008).

Apply of Employment Act: Through the establishment of Equal Employment Opportunity Commission, government is able to enforce Civil Right Act of 1964 and Employment Act in order to reduce the discrimination in the organization. In the given situation of Gelato Cheese Company, the Employment Act may not apply by the company. It is because company not created any discrimination among employees on the basis of age during their hiring, promotion discharge, compensation, terms, condition and privilege of employment (United States Department of Labor, 2012).

Apply of Disparate Treatment and Adverse Impact Concept: The concept of disparate treatment is related to the employer treatment of one employee differently than the other employees, who are in the similar situation in the organization. The concept of disparate treatment may apply on the given situation because in the organization the entire cleaning staff is white that discriminate the other employees in the organization. The concept of adverse impact also applies in this given situation. It is identified that the rate of selection for protected group is lower than that for the relevant comparison group. It is also identified that in the organization the entire cleaning is white that strong this concept in the organization (Catano, 2009). Conclusion From the discussion by our law case study assignment help experts , it can be concluded that the Title VII of the Civil Right Act of 1964 helps the employers as well as employees to protect the rights of employees and eliminate discrimination of employees on the basis of age, sex, religion, race, national origin and color. It is an illegal activity for the company.

References: Catano, V. M. (2009). Recruitment and Selection in Canada. USA: Cengage Learning. Cihon, P. J. & Castagnera, J. O. (2010). Employment & Labor Law. USA: Cengage Learning. Hayes, D. K. & Ninemeier, J. D. (2008). Human Resources Management in the Hospitality Industry. USA: John Wiley & Sons. National Achievers (2012). Teaching With Documents: The Civil Rights Act of 1964 and the Equal Employment Opportunity Commission. Retrieved from Twomey, D. P. (2009). Labor & Employment Law: Text and Cases. USA: Cengage Learning. United States Department of Labor (2012). Equal Employment Opportunity. Retrieved from

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