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Essay / Research Paper Abstract
This 5-page paper discusses some of the challenges that HR departments might have with EEOC compliance. Also discussed are some of the regulations, and organizational values and ethics. Bibliography lists 5 sources.
Page Count:
5 pages (~225 words per page)
File: D0_MThuresocom.rtf
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Unformatted sample text from the term paper:
Sometimes, however, the regulations can conflict, creating problems. Though most organizations are sympathetic to the plight of the HR director who needs to follow federal guidelines, compliance can sometimes be
difficult. The U.S. Equal Employment Opportunity Commission (EEOC) has issued a series of regulations (backed by Congress) to ensure that employees have
an equal and fair shake during the recruitment and employment process. A violation of any of these regulations could lead to a fine or in some cases (such as cases
of harassment) prison sentences. The best-known regulations prohibit discrimination on the bases of sex, religion and national origin (EEOC Regulations, 2009). Other
regulations prohibit discrimination on the basis of age (EEOC Regulations, 2009). Then there is the Americans with Disabilities Act, with its inclusion of "reasonable accommodation" to an individual with a
disability (EEOC Regulations, 2009). There is the equal pay act, which attempts to level the playing field by ensuring that the same wages are paid for the same tasks (EEOC
Regulations, 2009). Finally, there are affirmative action regulations, which can sometimes lead to that dreaded word: "quota" (EEOC Regulations, 2009). Private companies arent subject to affirmative action regulations as much
as governmental organizations are - but if those private entities engage in business with a governmental agency, this is an act that needs to be considered.
The thing with these (and other) EEOC regulations is that human resources departments dont consciously set out to defy them. Non-compliance with the regulations typically comes
about either through ignorance, or because the human resources director is in a difficult quandary. If, for example, a seriously overweight person came to apply for a job that involved
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