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Employee Discrimination: Keeping the Organization Informed Employee Discrimination: Keeping the Organization Informed Outline I) Abstract II) Introduction III) "The Enforcer" 1) EEOC (a) Filing a charge IV) The Laws 1) Civil Rights Act of 1964 & 1991 (a) Definition (b) Proving Theories 1. Disparate Treatment 2. Disparate Impact (c) Glass Ceiling 2) Equal Pay Act of 1963 (a) Definition (b) Justified Differences 1. Unequal Responsibility 2. Seniority 3. Merit Pay System (c) Comparable Worth 3) Age Discrimination in Employment Act of 1967 (a) Definition (b) Older Workers Benefit Protection Act (c) O'Connor v Consolidated Coin Caterers 4) Pregnancy Discrimination Act of 1978 (a) Definition (b) FMLA (c) AT&T suit 5) American with Disabilities Act, 1990 (a) Definition (b) ADA Definitions 1. Impairment 2. Major Life Activities 3. Substantial Limitations (c) Reasonable Accommodations V) Defense to Discrimination 1) BFOQ 2) Business Necessity VI) Preventing Discrimination 1) Retaliation 2) Screening 3) Appropriate Behavior 4) Ignorance 5) Employee Involvement VII) Conclusion Employment Discrimination: Keeping the Organization Informed Abstract Human Resource organizations should have thorough knowledge of the laws and regulations in place that affect not only human resource management but also all aspect of the company. It is the responsibility of HR...

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