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Essay / Research Paper Abstract
4 pages in length. The Enterprise IT Project Manager is an exempt position, a status determined by the combined components of duties and salary. As such, this position is not bound by minimum wage or overtime provisions provided by FLSA, the Fair Labor Standards Act. Bibliography lists 5 sources.
Page Count:
4 pages (~225 words per page)
File: LM1_TLCPubOrg.rtf
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bound by minimum wage or overtime provisions provided by FLSA, the Fair Labor Standards Act (U.S. Department of Labor, 2006). When the student
discusses the federal, state and local employment laws that apply to this position, she will want to include those that provide protection against various discriminatory practices throughout the workforce.
Discrimination is a rampant social ill that casts certain populations into an often-erroneous category of worthlessness and incapability merely because of the judgment place upon them by an insensitive society.
The indispensable value of employment discrimination laws helps those applying for the position of Enterprise IT Project Manager to be guaranteed equitable treatment when they do not necessarily fit
neatly into delineated social roles due to perceived inadequacies. The extent to which employment discrimination has long been an ongoing social ill is
both grand and far-reaching; that myriad federal laws have been enacted over the last several decades to ensure equity in the workplace speaks to a great need to overrule the
blatant intolerance toward various segments of society. Under the umbrella of the Civil Rights Act of 1964, Title VII prohibits any race, color, religion, sex or national origin to
be discriminated against for employment; however, those who engage in drug or alcohol use are not protected under Title VII no matter if they fall under any of the above
categories (The U.S. Equal Employment Opportunity Commission, 2002). Of the several federal laws prohibiting employment discrimination - the Equal Pay Act of 1963
(EPA), Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), Sections 501 and 505 of the Rehabilitation Act of 1973, and the Civil Rights Act
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