POSITION PAPER THREE
Legal Issues And Human Resources
MB 620 Summer I
June 15, 2014
Legal issues are constantly evolving as new laws are implemented. Laws affecting employers and employees need regulatory compliance. Most Human Resource departments have to be aware of these changing laws and have policies in place. Providing appropriate training to all employees will allow the Human Resource Department to provide compliance or at least be prepared if a situation arises.
In the mid 1950's through early 1960's nondiscriminatory employment practices became an important societal issue. The three main factors influencing Equal employment opportunities were the attitudes toward employment discrimination, the plight of the minority worker and their economic impact and lastly the government legislatures need to standardize discrimination laws. (Bohlander & Snell, 2013) The civil rights movement was in full swing providing legal provisions affecting equal employment opportunities. Understanding these laws becomes a basis for all Human Resource departments in the United States.
Congress passed the first Civil Rights Act in 1866 "which extended to all people the right to enjoy full and equal benefits of all laws, regardless of their race." (Bohlander & Snell, 2013 pg. 92) Again in 1933 Congress enacted the Unemployment Relief Act, which extended the rights past race to include color, or creed which was religious beliefs. Finally in 1941, during the WWII efforts, President Roosevelt issued an Executive order including terminology regardless of race, creed, color or national origin, which was ideal in theory but lacked enforcement. In order for Human Resource Departments to be effective an understanding and compliance must be attained.
The Civil Rights Act was amended in 1972, 1991, 1994 and 2009 which ultimately prohibits discrimination in employment based on race, color, religion, sex or national origin. In 1967 the Age...