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Essay / Research Paper Abstract
A 12 page paper. There are many ways a job advertisement can covertly convey a preference for a certain type of applicant. This essay provides a brief overview of the laws concerning discrimination and discusses the types of discrimination that may be found in job advertisements. The writer provides a few examples of this type of EEOC complaint. Bibliography lists 9 sources.
Page Count:
12 pages (~225 words per page)
File: MM12_PGjbadd.rtf
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Unformatted sample text from the term paper:
(EEOC, 1997). The Equal Pay Act of 1963 prohibits any sex-based wage discrimination, which means that men and women who are doing the same job in the company must be
paid the same amount of salary (EEOC, 1997). The Age Discrimination in Employment Act of 1967 prohibits employers from discriminating against persons who are 40 years old or older (EEOC,
1997). The Americans with Disabilities Act of 1990, Title I prohibits employers from discriminating against persons with disabilities (EEOC, 1997). Title I addresses companies with more than 15 employees
(EEOC, 1997). The Civil Rights Act of 1991 incorporates previous laws, such as those against age discrimination and discrimination against persons with disabilities (EEOC, 1997). This Act was intended to
strengthen the language of prior anti-discrimination laws (EEOC, 1997). In short, it is against the law to discriminate against a person for any reason. This applies to advertising for the
job, hiring, wage increases, promotions and even firing. All of these laws are enforced by the U.S. Equal Employment Opportunity Commission (EEOC) (EEOC, 1997). There are some other laws
the EEOC does not enforce, such as the Civil Service Reform Act of 1978 (CSRA), which applies to fairness in personnel practices in the federal government (EEOC, 1997). While this
requires everything found in the laws enforced by the EEOC, it also includes mandates not to discriminate based on the individuals political affiliation or sexual orientation (EEOC, 1997). The
antidiscrimination laws are applicable beginning with the advertisement for the job and continuing through all aspects of hiring and working at the company (EEOC, 1997). This paper discusses the issue
of job advertising. There are some exceptions that fall into the category of "a bona fide occupational qualification (BFOQ)" (EEOC, 1997), "religion, gender, or national origin factors are reasonably necessary
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