Affirmative Action
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Affirmative Action
Rodney T. McLeod
University of Phoenix
Introduction
There is probably not any federal law more controversial than Executive Order 11246, also known as affirmative action. President John F. Kennedy issued Executive Order 10925 in 1961 and made stated that government contractor,” take affirmative action to ensure that applicants are employed, and employees are treated during employment, without regard to their race, creed, color, or national origin (UC Irvine),” thus, giving then name to the law as “Affirmative Action.” On September 24, 1965, President Lyndon B. Johnson issue what is now known as Executive order 11246, prohibiting employment discrimination. This Executive Order has been revised many times over the years but the same basic principles still apply to employers today. This paper will explain the elements of an affirmative action plan and its application to public and private sector employers. It will also discuss the consequences for employers not following the current guidelines and how affirmative action interacts with Title VII of the Civil Rights Act of 1964. First, the elements of an affirmative action plan.
Elements of Affirmative Action Plan
Affirmative action is defined as, “A policy or a program that seeks to redress past discrimination through active measures to ensure equal opportunity, as in education and employment (Answers.com).” In order for an affirmative action plan to succeed in the work place, it should posses these elements. First, it should contain a policy statement. This statement should be signed by the leadership of the company and it should cover equal employment opportunity, sexual harassment, and nondiscrimination against persons with disabilities or a separate statement on each subject. The plan should also designate the responsibilities of all individuals that have a role in the process with proper documentation. Another element of the plan is an organizational chart....
Rodney T. McLeod
University of Phoenix
Introduction
There is probably not any federal law more controversial than Executive Order 11246, also known as affirmative action. President John F. Kennedy issued Executive Order 10925 in 1961 and made stated that government contractor,” take affirmative action to ensure that applicants are employed, and employees are treated during employment, without regard to their race, creed, color, or national origin (UC Irvine),” thus, giving then name to the law as “Affirmative Action.” On September 24, 1965, President Lyndon B. Johnson issue what is now known as Executive order 11246, prohibiting employment discrimination. This Executive Order has been revised many times over the years but the same basic principles still apply to employers today. This paper will explain the elements of an affirmative action plan and its application to public and private sector employers. It will also discuss the consequences for employers not following the current guidelines and how affirmative action interacts with Title VII of the Civil Rights Act of 1964. First, the elements of an affirmative action plan.
Elements of Affirmative Action Plan
Affirmative action is defined as, “A policy or a program that seeks to redress past discrimination through active measures to ensure equal opportunity, as in education and employment (Answers.com).” In order for an affirmative action plan to succeed in the work place, it should posses these elements. First, it should contain a policy statement. This statement should be signed by the leadership of the company and it should cover equal employment opportunity, sexual harassment, and nondiscrimination against persons with disabilities or a separate statement on each subject. The plan should also designate the responsibilities of all individuals that have a role in the process with proper documentation. Another element of the plan is an organizational chart....