Dessler_HRM12e_PPT_02.ppt

Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 2–* Reasonable steps to take in establishing an effective affirmative action program are listed in Figure 2-9. Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 2–* As the U.S. workforce becomes increasingly diverse, courts have been grappling with the use of quotas (or defacto quotas) in hiring, and particularly with claims of reverse discrimination (discriminating against nonminority applicants and employees). Many cases have addressed these issues, but until recently, few consistent answers emerged. Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 2–* Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 2–* Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 2–* The EEOC had been interpreting the ADA’s “substantially limits” phrase very narrowly. The new ADAAA’s basic effect will be to make it much easier for employees to show that their disabilities are limiting. The bottom line is that employers will henceforth have to redouble their efforts to make sure they’re complying with the ADA and providing reasonable accommodations. Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 2–* Figure 2-2 summarizes some important ADA guidelines for managers and employers. Human Resources Management 12eGary Dessler Copyright ? 2011 Pearson Education, Inc. publishing as Prentice Hall 2–* The Genetic Information Nondiscrimination Act (GINA) prohibits discrimination by health insurers and employers based on people’s genetic information. In addition to federal laws, all states and many local governments prohibit employment discrimination by providing coverage for e