HRM 300 Week 3 Employment Laws Chart (2)

HRM 300
Week 3 Employment Laws Chart (2)

For this individual assignment, make use
of the weekly readings and additional research (via the Library) as needed and please
be sure to use the attached document in this assignment.


The Employment Laws Chart attached in this post.  The chart includes
descriptions, court cases, importance of, and application of employment laws. I have provided an example of how to complete this chart
using the
 Civil Rights Act of 1964by filling in the first row.
Therefore, there is no need to complete this particular law in the chart,
because I already have and it will not be counted towards the 10 points because
it is an example. 

are 10 remaining employment laws each having four areas of which you are to
providesubstantive responses using
the chart. This assignment is worth 10
 and each
employment law along with its corresponding four areas in the chart equal .25 points for each item or 1.0
point per law. 


Click the
Assignment Files tab to submit your assignment.

Bottom Line:  

you desire to earn the maximum points on this assignment, provide concise responses that are substantive and free from spelling, grammar, and/or
punctuation errors
. In addition, make sure you complete
the attached chart, having
 all spaces filled in andinclude references at end of chart - no need to cite in the chart due to
limited spacing

Please let me know if you have any questions. Thank you.

Employment Laws Chart


Complete the chart below
using information from the weekly readings and additional research if necessary – use UOP Library.

Fill in all fields with substantive content.


Employment Law

Description and Requirement of Law

Court Case and/or the Legal Action of Influential to Establishment of

Importance of Law

Workplace Application

Civil Rights Act of 1964

Civil Rights Act of 1964 prohibited racial segregation in schools &
workplaces, unequal application of voter registration
requirements, and discrimination based on race, gender, color, national
origin, and religion. Violations result in federal actions and costly fines.

Brown v. Board of Education, 347 U.S. 483 (1954). The Supreme Court unanimously
decided that the term stating “separate but equal” was not allowed in the
school systems; therefore, segregation would not be allowed in schools.  Browder v. Gayle 352 U.S. 903 (1956) Supreme Court affirmed a ruling
that found the segregated bus laws in Montgomery, Ala., to be unconstitutional.
Both cases made
segregation illegal.

The law
prohibits any organization from discriminatory practices in the hiring, pay,
and opportunities of its employees based on race, gender, color, national
origin, and religion via its foundational provision in Title VII.  

HRM practices and processes should be aligned to this law with internal
monitoring systems in place to ensure compliance.  All supervisory & management personnel
who make employment-related decisions, should be adequately trained and kept
updated with ongoing communications to ensure equal employment opportunity
for all. Diversity and/or Affinity Programs can be used to help promote an
inclusive workplace free from discrimination.

Equal Employment Opportunity Act (1972)





Equal Pay Act (1963)





Age Discrimination in Employment Act of 1967





Americans with Disabilities Act of 1990





Civil Rights Act of 1991





Family and Medical Leave Act (FMLA) of 1993





Privacy Act of 1974





Drug-Free Workplace Act of 1988





Polygraph Protection Act of 1988





Worker Adjustment and Retraining Notification Act
(WARN) of 1988








Cite all references used in the completion
of this assignment according to APA, 6th ed.

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