Human Resource

Running Head : shtupignment AssignmentSection 3[Author][University][Professor][Class]Research trade journals , HR scratch resources and find a recent cla utilize pertaining to any ` flow issues in job law of nature . Print the member and spell proscribed a brief synopsis of the clause putting forrad your personal opinions on the subject matterIn his article What s Age Got to Do , Essex (2005 ) discussed the duration favoritism law . This be on disparity law , cognise as the Age Discimination in Employment nominate (ADEA , was enforced by the US t everyy Employment probability Commission constructed for the protection of older employees from inequality against age in hiring , compensation terms , condition , or privileges of employment ADDIN EN .CITE Essez20051 1117Nathan L EssezWhat apos s age got to do with it ?Ameri kitty coachtime shape up journalAmerican work Board Journal5 (Essez , 2005Essex pointed out how discrimination against age can be make by employers and how legal battles were make beca recitation of this kind of discrimination . He menti unmatchabled dickens legal ends , illustrating how discrimination can be done against age . These two aspects be the Potence vs . Hazelton Area School district in 2004 and the Eggleston vs . South felon Community School pot . in 1994 . Both solecisms held for the claimants since , in both cases , the district address found evidences of age discrimination costing their respective employers (defendants ) uplifted-ticket(prenominal) amounts to be paid . In light of this cases won by the claimants , Essex gave some guidelines for employers so that they can meet the requirements of the ADEA and avoid high-priced legal battles ADDIN EN .CITE Essez20051 1117Nathan L EssezWhat apos s age got to do with it ?American School Board JournalAmerican School Board Journal5 (Esse! z , 2005Essex is quite mighty that school districts and different employers should be c areful in their employment practices . It is not right , in the first stead , to think that older mess are less unresolved of doing their respective jobs . E realone has their own companionship , skills and abilities . It is more all important(predicate) to look into an employee s (or prospective employee s ) capabilities than their age or anything elseDetail two enclosure cases that subsequently affected the equal employment laws within the US . State the case and write a brief of how it came close to and the consequent resultThe 1979 landmark case festive equity Students Ass n vs . Pacific Telephone Telegraph Co . influenced the approval of partitioning 1102 .1 of the calcium repulse Code . Sections 1101 and 1102 of the constancy Code were knowing to protect employees from discrimination on constitution-making activity According to the California Supreme Court , unfastene d manifestation of one s inner orientation is a form of political activity . posterior , lower courts expanded the case to be applied to all homointimates , including those who conduct not withal voiced out their sexual orientation . Section 1102 .1 of the Labor Code codified the one Gay Law Students case and its extension to closeted homosexuals ADDIN EN .CITE 7Employ ee discriminationHarvard Law suss outHarvard Law Review71996 Employee discrimination 1996Perhaps , one of the most noteworthy cases in employee discrimination is the Griggs vs . Duke strength Co . in 1971 . originally the Civil Rights snatch was passed in 1991 , Duke Power Co . was known for its methods of employment based on race . The connection requires a prospective employee to endure at to the lowest degree a high school education and to take away achieved plastered scores on broad aptitude tests . These requirements openly discriminated the blacks since most African-Americans did not have a h igh school education and hence , authorized lower sc! ores in aptitude tests . This drove African-American employees to sue the company on ground of violating Title sevensome of the Civil Rights Act of 1964 . The Griggs case was later on codified in the Civil Rights Act of 1991 ADDIN EN .CITE 7Employ ee discriminationHarvard Law ReviewHarvard Law Review71996 Employee discrimination 1996Identify two pros and cons of employee do medicines examenAs with any former(a) company policies , employee dose examen has its share of emoluments and disadvantages . One advantage of do doses examination is that it decreases the add to thwarther of dgub ill-treatrs in the workplace . By identifying substance abusers , the company exit be able to fill out what kind of help their employees mandatory . Moreover , formerly they have identified and helped these abusers , they may stop their employees to hurt themselves or other(a)s . some other advantage of employee dose examen is increasing safety in the workplace ADDIN EN .CITE Berger55512Christy BergerPros and cons of drug test your employees in the workplace2007October 16hypertext transfer protocol /resources .test country .com /Workplace- medicine-Testing-Pros-Cons .htm (Berger . Employees under the influence of require drugs may cause accident in the workplace . drug abusers may be eliminated or reduced decreasing the likelihood of accidentsOn the other hand , many are against employee drug exam .

pot who are against employee drug testing argue that drug testing foils some of their rights . medicine testing may violate certain anti-discriminatory and Civil Rights Act . Another disad vantage of employee drug testing is its expensiveness! . Drug testing can be very dearly-won , especially for large companiesHow would you enforce company policy on drugs within the workplaceEmployee drug abuse is a proficient organisational issue ADDIN EN .CITE Truxillo7Donald M TruxilloJames L . NormandyTalya N BauerDrug use history drug test consequences , and the perceived justness of organizational drug testing programsJournal Of Business and psychologyJournal Of Business and psychology (Truxillo , Normandy Bauer , 2001 . Drug abuse may have a large usurpation on organizational effectiveness ADDIN EN .CITE Lehman7Wayne E . K LehmanD . Dwayne SimpsonEmployee substance use and on-the-job behaviorsJournal of employ PsychologyJournal of use Psychology92 (Lehman Simpson , 1992 . To efficaciously enforce company policy on drugs , I (if I should be the manager of a certain company ) should shanghai this people . Seminars and workshops on drugs should be held regularly so that employees subscribe to the effects of substanc e abuseHowever , constantly reminding employees of the effects of drug abuse in the workplace is not enough to stay them from abusing drugs . As it is , drug testing makes employees feel that their privacy is world invaded , so instead of drug testing per se , peradventure a more general (free medical examination conducted at least annually should help managers identify from drug users to drug abusers . identify drug abusers should not be terminated , except kinda rehabilitated so that they can go back to their jobs once they are treated . However , in the case of returning drug abusers , these kind of employees should be terminatedReferencesADDIN EN .REFLIST Berger , C . Pros and cons of drug testing your employees in the workplace . Retrieved October 16 , 2007 , from HYPERLINK http /resources .testcountry .com /Workplace-Drug-Testing-Pros-Cons .htm http /resources .testcountry .com /Workplace-Drug-Testing-Pros-Cons .htmEmployee discrimination (1996 . Harvard Law Review , 109 (7 , 1568-1692Essez , N . L (2005 . What s age ! got to do with it ? American School Board Journal , 192 (3 , 22-24Lehman , W . E . K Simpson , D . D (1992 . Employee substance use and on-the-job behaviors . Journal of Applied Psychology , 77 (3 , 309-321Truxillo , D . M , Normandy , J . L Bauer , T . N (2001 . Drug use history , drug test consequences , and the perceived pallidity of organizational drug testing programs . Journal Of Business and Psychology , 16 (1 , 87-99 Assignment PAGE \ MERGEFORMAT 5 ...If you want to get a full essay, order it on our website: OrderCustomPaper.com

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