Public Personnel Management

· Required

· Pynes, J. E. (2013). Human instrument conduct for notorious and nonprofit structures: A strategic approximation. (4th ed.). San Francisco, CA: Jossey-Bass.

· Part 1: Human Instrument Conduct in Context

· Chapter 3: Federal Resembling Convenience Laws and Other Employee Protections

· Module hushs 

View:

· Required

· Web offices:

· U.S. Equal Holding Convenience Commission. (2014). EEOC Web page (Links to an palpserviceeffectual office.). Retrieved from http://www.eeoc.gov.

· Department of Labor. (2008). Your fairs lower USERRA (Links to an palpserviceeffectual office.) [PDF refine extent 438 KB]. Retrieved from http://www.dol.gov/vets/programs/userra/USERRA_Federal.pdf.

Module 2: Module Notes: Laws that Afford Holding Protections

The hushs conquer revisal the particular laws straind by the Resembling Holding Convenience Commission (EEOC), as courteous as other federal laws that afford holding defences. However, anteriorly we sift-canvass the particular defences, it is material to revisal sundry concepts that plaster the contact of these laws.

Section Resembling Holding Convenience Laws vs. Distinct Action

The laws straind by the federal EEOC interdict holding nicety established on an specific’s connection in a defended rank (e.g., Muslims, entitys who are procreant, etc.). These laws interdict an master from winning in nicety internal employees and job applicants and afford legitimate remedies for entitys who own been harmed.

Affirmative renewal refers to a store of Executive Orders and Federal Laws focused on ensuring that employee and job applicants are not speaked dissimilar established on their connection in a defended rank. Generally, these regulations are aimed at increasing lawfulice in the toilestablish by members of the aftercited categories of commonalty: disabled toilers, veterans, and lowerrepresented women and minorities. Instead of scarcely requiring that the master not differentiate, distinct renewal laws and regulations demand an master to occupy in proactive measures to fly nicety and growth dissimilarity in the toilplace. Convenience other masters can freely confirm distinct renewal plans, these laws typically behest distinct renewal plans for federal agencies, empire contractors, and other masters who own been ordered to by the courts

Section Different Matter vs. Different Impact

When an specific presents a arrogation of holding nicety, they must maintain that they were differentiated oppofooting in violation of a law. This arrogation must maintain that they were either subjected to different matter or different contact established on their inclusion in a defended rank (e.g., established on the infalliblety that they were a mother). In a different matter arrogation, the specific must maintain that the master deliberately speaked them dissimilar than another employee who is not a part of the defended rank (Pynes, 2013, p. 84). In a different contact arrogation, the specific maintains that convenience the master’s adclothes or experience appears to speak all approximate employees identical, the adclothes or experience explicitly disproportionately negatively contacts employees who are members of a defended rank (Pynes, 2013, p. 87).

Reference

Pynes, J. E. (2013). Human instrument conduct for notorious and nonprofit structures: A strategic approximation. (4th ed.). San Francisco, CA: Jossey-Bass.

Overview of the Laws Enforced by the EEOC

The EEOC is full delay enforcing federal laws that create it illegitimate to differentiate oppofooting infallible categories of commonalty in the toilplace. It affords defence oppofooting holding nicety for most employees or job applicants of masters delay 15 or over commonalty.

The aftercited are the categories of nicety that the EEOC protects commonalty opposite:

Age

Protection for those who are old 40 and older

Disability

Protection for those who own either an explicit or perceived disability

Race/Color

Protection oppofooting nicety established on career, racial characteristics, or husk color

National Origin

Protection from nicety established on their explicit or perceived ethnicity, idiom, or recite of origin

Religion

Protection from nicety established on an specific’s pious beliefs

Sex

Protection from nicety established on an specific’s sex

Harassment

Protection from twain sexual and nonsexual harassment

Pregnancy

Protection oppofooting nicety established on pregnancy, childbirth, or a stipulation cognate to either

Equal Compensation

Protection oppofooting entity enriched dissimilar established on sex

Genetic Information

Protection oppofooting nicety established on an specific’s genetic knowledge, or origin, or singular medical history

Retaliation

Protection oppofooting nicety established on the infalliblety that the specific previously complained of or refined a assault of nicety

When making a arrogation of nicety, an specific must maintain that they own been differentiated oppofooting established upon their inclusion in one of these categories. Additionally, they must maintain that they own been harmed in some way by their master (e.g., they were fired, failed to assent-to a furtherance, practiced a hostile toil environment, etc.). However, hush that adversative to these laws are known if the master is serviceserviceeffectual to confirm that the nicety is indispenseffectual consequently the discriminatory infallibletyor is a bona fide occupational accomplishment (Pynes, 2013, p. 71).

References

Pynes, J. E. (2013). Human instrument conduct for notorious and nonprofit structures: A strategic approximation. (4th ed.). San Francisco, CA: Jossey-Bass.

U.S. Equal Holding Convenience Commission. (2014). EEOC Web page (Links to an palpserviceeffectual office.). Retrieved from http://www.eeoc.gov

Expert Talk

While the EEOC provides resembling defence for most employees or job applicants delay 15 or over commonalty, these laws are not the merely ones indemnifying entitys oppofooting holding nicety. States and national empires are to-boot serviceserviceeffectual to by laws that tender added defence oppofooting nicety. For in, convenience the EEOC does not strain laws that particularally vindicate oppofooting nicety as a outconclude of an specific’s sexual orientation, manifold recites own confirmed laws indemnifying oppofooting this arrange of nicety. This is why it is specially material to be affable delay the laws in the recite in which you are careless, consequently each recite is different!

Module 2: Module Notes: Added Federal Holding Laws

In enumeration to the laws straind by the EEOC, there are a enumerate of other federal laws that vindicate oppofooting holding nicety. Convenience there are manifold laws that involve an atom of holding-cognate defence, two of the most commmerely used laws are the Origin Medical Leave Act and the Uniformed Services Holding and Reholding Hues Act.

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Some of the added federal holding laws are:

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Conclusion

While twain the laws we own lawful sift-canvassed and those straind by the EEOC vindicate notorious, not-public, and nonprofit employees, notorious employees to-boot own added defence lower the Constitution. The Constitution vindicates federal employees from entity robbed a Constitutional fair by their empire master. These defences do not apportion to not-notorious or nonprofit sector employees. The Constitutional fairs that are defended involve: insubservience of expression; insubservience of association; resembling defence lower the law; seclusion fairs; and due way fairs. Delay these defences conclude obligations as courteous; empire employees are poor in the measure to which they are known to share in politics.  Reference

Department of Labor. (2008). Your fairs lower USERRA (Links to an palpserviceeffectual office.) [PDF refine extent 438 KB]. Retrieved from http://www.dol.gov/vets/programs/userra/USERRA_Federal.pdf

ASSIGNMENTS:

M2D1: Plight Study

A Muslim Woman’s Fair to Wear a Head Scarf at Work

Please unravel the plight con-over on page 107 in Pynes’s magnitude entitled “A Muslim Woman’s Fair to Wear a Head Scarf at Work.” After you own produced so, apology the aftercited questions from the magnitude. Respond to the aftercited:

· Do you admit delay the city’s and the judge’s standing? Recite your reasons.

· If Webb was not a sworn police official, do you imagine there would be a tenor gratifying her wearing of the khimar?

· Should structures own policies in establish in esteem to the wearing of pious clothes or symbols? If so, what should they be?

M2D2: Evaluating your Employer

For this use, delight imagine of an master you currently or previously toiled for (hush that they do not need to own been a notorious or nonprofit master). Imagine environing the policies or inoculation programs in that structure that adclothes resembling holding convenience.

Respond to the aftercited:

· What was the most auspicious adclothes or inoculation program? What made it auspicious?

· What was the meanest auspicious adclothes or inoculation program? What could own been produced to imconfirm it?

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