Employee Selection Process

HRM/420

Employee Selection Process

“Women and men must be treated equally in all aspects of employment, hiring, compensation, training, transfer, and promotions”. (Moran, page 242) Over the years, individuals have been discriminated against “based on” age, sex, religion, race, color and original origin.  Title VII of the Civil Rights Act of 1964 addressed these discriminations.  Since 1964, Title VII Civil Rights Act has been amended to expound on other discriminations. This paper will specifically address Case 10.2 listed in Employment Law, New Challenges in the Business Environment, 6th ed., page 250. Relevant text readings from week 3 reading assignments, and video in eCampus formulated my results for Case 10.2.

Federal Laws Violated

From the explained case, “the best prevention is an organizational culture that encourages equal employment opportunity, tolerance, acceptance, and good communication”. (DeCenzo, Page 69) The best way to achieve this is by keeping all Human Resource (HR) Staff abreast with new and old employment laws. Following the Equal Employment Opportunity Commission Laws (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP). Employers may not discriminate based on; “hiring and firing, compensation, assignment, or classification of employees, transfer, promotion, layoff, or recall, and job advertisements.

Decision to Promote the Plaintiff

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Minimize Risk in the Employment Selection Processes.

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Training and Development Programs

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Conclusion

The closing paragraph is designed to bring the reader to your way of thinking if you are writing a persuasive essay, to understand relationships if you are writing a comparison/contrast essay, or simply to value the information you provide in an informational essay. The closing paragraph summarizes the key points from the supporting paragraphs without introducing any new information.

References

Moran, J. (2014).  Employment Law.  New Challenges in the Business Environment, 6th ed.  Prentice Hall.