Administrative Ethics Paper
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- Date Submitted: 12/06/2011 12:51 PM
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ADMINISTRATIVE ETHICS
Administrative Ethics
Your Name Here
Instructor’s Name/HCS 335
Date
Administrative Ethics Paper
In this paper we will examine human resources and Equal Employment Opportunity (EEO) issues as well as discuss discrimination due to health status.
When hiring staff for their company, the human resource department is responsible for following the guidelines of company policy in conjunction with Equal Employment Opportunities and Affirmative Action. This aids them to choose the appropriate candidate/candidates for the job(s) free of discrimination due to race, creed, religious beliefs and gender. We have all heard a lot about both of these policies, but what are they exactly and how do they work?
“The Equal Employment Opportunity (EEO) prohibits specific types of job discrimination in certain workplaces. EEOC is an independent federal agency that promotes equal opportunity in employment through administrative and judicial enforcement of the federal civil rights laws and through education and technical assistance. EEOC protects applicants and employees of many private employers, state and local governments, educational institutions, employment agencies, and labor organizations (United States Department of Labor, 2009, pg 2) while “Affirmative action is an effort to develop a systematic approach to eliminate the current and lingering effects of prior discrimination. It is a race and sex conscious effort to achieve equal employment opportunity for all race sex groups in a workforce (State of South Carolina, 2009, p. 1). In addition the HR Guide, (1999) “Disparate Treatment is Title VII prohibits employers from treating applicants or employees differently because of their membership in a protected class. The vital issue is whether the employer's actions were motivated by discriminatory intent, which may be proved by either direct or conditional evidence (p.1).
To clarify,...
Administrative Ethics
Your Name Here
Instructor’s Name/HCS 335
Date
Administrative Ethics Paper
In this paper we will examine human resources and Equal Employment Opportunity (EEO) issues as well as discuss discrimination due to health status.
When hiring staff for their company, the human resource department is responsible for following the guidelines of company policy in conjunction with Equal Employment Opportunities and Affirmative Action. This aids them to choose the appropriate candidate/candidates for the job(s) free of discrimination due to race, creed, religious beliefs and gender. We have all heard a lot about both of these policies, but what are they exactly and how do they work?
“The Equal Employment Opportunity (EEO) prohibits specific types of job discrimination in certain workplaces. EEOC is an independent federal agency that promotes equal opportunity in employment through administrative and judicial enforcement of the federal civil rights laws and through education and technical assistance. EEOC protects applicants and employees of many private employers, state and local governments, educational institutions, employment agencies, and labor organizations (United States Department of Labor, 2009, pg 2) while “Affirmative action is an effort to develop a systematic approach to eliminate the current and lingering effects of prior discrimination. It is a race and sex conscious effort to achieve equal employment opportunity for all race sex groups in a workforce (State of South Carolina, 2009, p. 1). In addition the HR Guide, (1999) “Disparate Treatment is Title VII prohibits employers from treating applicants or employees differently because of their membership in a protected class. The vital issue is whether the employer's actions were motivated by discriminatory intent, which may be proved by either direct or conditional evidence (p.1).
To clarify,...