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Essay / Research Paper Abstract
This 5-page paper focuses on human resources and EEO issues for Vermont company Ben & Jerry's. The paper discusses state and federal EEO requirements, and lists the company's compliance. Bibliography lists 3 sources.
Page Count:
5 pages (~225 words per page)
File: D0_MTbjeeoca.rtf
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Unformatted sample text from the term paper:
weve chosen Ben & Jerrys the maker of ice cream and desert treats. Ben & Jerrys is located in Vermont, meaning compliance needs to be with Vermont EEOC regulations.
In identifying EEO regulations with which Ben & Jerrys is required to comply, we see that Vermont businesses must follow the Vermont Fair Employment
Practices Act, which is in that states law, Title 21, Chapter 6, Subchapter 6 and sections 495 to 496 (Wage Project, 2008). The act says that its "illegal for an
employer or labor organization to discriminate against someone on the basis of race, color, sec. religion, national origin, disability, sexual orientation, age, ancestry, place of birth, HIV-related blood test, workers
compensation and family/parental leave" (Wage Project, 2008). The act also makes unequal pay illegal, and covers areas of sexual harassment (Wage Project, 2008). The Fair Employment Practices Act is administered
by the states Civil Rights Division of the Attorney Generals Office, which investigates discrimination and other complaints made by individuals working for private companies (Wage Project, 2008). Incidentally, employees for
the state who file complaints fall under the auspices of the Vermont Human Rights Commission (Wage Project, 2008). For employees with private businesses, discrimination complaints need to be filed within
300 days of the date of discrimination awareness (Wage Project, 2008). But Ben & Jerrys would also all under the U.S. Equal Employment Opportunity Commission, or EEOC. EEOC
requirements with which a company must comply include equal pay, regardless of sex; age discrimination, which protects individuals age 40 and above, prohibition of discrimination against qualified employees with disabilities,
prohibition of discrimination against individuals based on race, creed, color or sexual orientation, and the provision of monetary damages in the event of intentional employment discrimination (EEOC, 2008).
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