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Age Discrimination in Employment Act of 1967, 2006.
A discussion and analysis of the Age Discrimination in Employment Act (ADEA) that was signed by Congress in 1967 as a method of addressing the arbitrary policies that many industries had in the country relating to older workers.
1,800 words (approx. 7.2 pages), 9 sources, £ 47.95
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Abstract
This paper presents an overview of the Age Discrimination in Employment Act (ADEA), explaining that it specifically relates to workers of age 40 and older, as Congress believed that this was the age when there was the most evidence of age discrimination. The paper explains that the ADEA directly focuses on a number of issues that affect concerns of age discrimination. These issues include the hiring of employees, the promotion of employees, the salaries of employees and the ability of the company to discharge workers. The paper further explains that the Act discusses the publication of materials for workers that relates to their employment and how these publications may have a direct impact on the interpretation of the ADEA in courts.
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Employment Act of 1967., 2002.
An overview of the history, implementation, age discrimination and judicial decisions surrounding this act.
2,400 words (approx. 9.6 pages), 10 sources, £ 60.95
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Abstract
America, the concepts upon which it is founded, and American business seem, at times, to be very different, independently sovereign nations. The general America is a land of democratic freedom built upon ideals of equality, opportunity, freedom, and independence. American business, on the other hand, is a land of dictatorships, persecution, exclusion, intolerance, crime, discrimination, ruthlessness, manipulation, and hate. In order to reconcile these two very different structures that exist side by side in the American psyche, our government over time has enacted laws that are intended to contain, regulate, and control business. But, businesses are what provide politicians with the bulk of their campaign finances, and as such are not to be trifled with. So, rather than taking on businesses by themselves, politicians band together to present a unified front and, when the find that there are differences between the American ideal and the reality of American business, they enact laws to address that problem. One such act, among many, is the Age Discrimination in Employment Act of 1967. This act, like all others that restrict business' ability to do whatever it wants, has met with stiff resistance from that front. Essentially, the law makes illegal the firing, denial of employment or benefits to any person solely upon the basis of their age. It is the purpose of this paper to explore this Act and to examine it from its inception, application, effect, and the court cases / decisions surrounding it.
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Employment Act of 1967, 2002.
An overview of the history, inception and judicial decisions surrounding this act.
2,400 words (approx. 9.6 pages), 10 sources, £ 60.95
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Abstract
America, the concepts upon which it is founded, and American business seem, at times, to be very different, independently sovereign nations. The general America is a land of democratic freedom built upon ideals of equality, opportunity, freedom, and independence. American business, on the other hand, is a land of dictatorships, persecution, exclusion, intolerance, crime, discrimination, ruthlessness, manipulation, and hate. In order to reconcile these two very different structures that exist side by side in the American psyche, our government over time has enacted laws that are intended to contain, regulate, and control business. But, businesses are what provide politicians with the bulk of their campaign finances, and as such are not to be trifled with. So, rather than taking on businesses by themselves, politicians band together to present a unified front and, when the find that there are differences between the American ideal and the reality of American business, they enact laws to address that problem. One such act, among many, is the Age Discrimination in Employment Act of 1967. This act, like all others that restrict business' ability to do whatever it wants, has met with stiff resistance from that front. Essentially, the law makes illegal the firing, denial of employment or benefits to any person solely upon the basis of their age. It is the purpose of this paper to explore this Act and to examine it from its inception, application, effect, and the court cases / decisions surrounding it.
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The Laws of Equal Employment, 2004.
An overview of equal employment opportunities and the anti-discrimination laws.
6,338 words (approx. 25.4 pages), 12 sources, MLA, £ 99.95
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Abstract
This paper studies the rules and regulations presented to the people by the area of law that provides anti-discriminatory laws, thereby offering equal employment opportunities to all the people entering and wanting to be the part of the corporate world. The second part of the paper applies this knowledge and the information given in the first part of the paper to a problem or an issue faced in an organizational setting.
Outline
Part One: Equal Employment Opportunity and Anti-Discriminatory Laws
Title VII of the Civil Rights Act of 1964
All About Religious Discrimination
All About Race-Color Discrimination
All About Pregnancy Discrimination
All About National Origin Discrimination
The Age Discrimination in Employment Act of 1967
The Equal Pay Act of 1963 (EPA)
Employment Non-Discrimination Act (ENDA)
Employment Discrimination Against Gays and Lesbians
The Civil Rights Act of 1991
The American With Disabilities Act
Part Two: Review of An Organizational Problem Based on Race/Color Employment Discrimination
From the Paper
"Law offers equal opportunity in employment to all the citizens worldwide with the aid of Equal Employment Opportunity Commission. This is done because the people of the world particularly those that constituted the under privileged lot felt a strong need to speak up their minds and raise their opinions against the discrimination that is prevalent in varied forms at different levels of the society. Thus in order to curb the problem of discrimination in the employment sector, the Equal Employment Opportunity Commission abbreviated as EEOC came into existence under Title VII of the Civil Rights Act of 1964 and started functioning on July 2, 1965 (U.S. EEOC: An Overview, Office of Communications and Legislative Affairs, 1998). Thus, with the aid of the drafting and implementation of several anti-discriminatory laws, the Equal Employment Opportunity Commission provides its citizens with the employment opportunity that strictly forbids discrimination at all grounds and on all basis and in any form."
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Employment Agencies and Potential Employers, 2004.
Explains how to build good business relations between a job placement agency and the companies with which the agency works.
2,941 words (approx. 11.8 pages), 18 sources, APA, £ 59.95
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Abstract
This paper provides a job placement agency with a road map for building good business relationships with companies that would be most promising as potential employers for the job seekers listed with the agency. The paper examines companies in three U.S. market sectors: finance, the food industry, and hi-tech. The candidates for employment, the business climate, and the companies that offer potential employment are each reviewed and analyzed by this paper.
The Candidates
The Business Climate: Industrial and Occupational Outlook
Fortune 100 Companies to Target
From the Paper
"Many of the candidates served by this agency are a lot like a woman profiled by the Wall Street Journal last year. Morgan Hezlep, 31 at the time, graduated from St. Leo University, a small school with both a campus in Florida, and a well-regarded online degree program. While flying 200,000 miles in two years as a computer consultant, Hezlep earned a degree in computer information systems. Instead pf watching the in-flight movies, she ?attended? class by downloading lectures by St. Leo?s faculty and completing homework assignments. While Hezlep wanted the degree so she could attend law school, in the usual fashion, many of our candidates earned their degree in similar non-traditional ways, but want traditional, but better, jobs. St. Leo?s is not a ?correspondence? school, but a real university with a real football team, as the Wall Street Journal article points out. (Grimes, Feb. 20, 2003) That accords with the backgrounds of many of our candidates. While they may have gotten degrees at non-traditional life stages, perhaps after working for a few years and going to school at night, or in an accelerated 2-plus-year business administration course, very few earned their degrees in a completely correspondence-based college. This is useful information to have in presenting these candidates to the employers; some prefer candidates whose degrees are from ?bricks and mortar? colleges, rather than online ones."
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State and Federal Employment Systems, 2006.
A comparison between federal employment laws and New Hampshire state laws of employment.
1,235 words (approx. 4.9 pages), 3 sources, MLA, £ 28.95
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Abstract
This paper introduces, discusses and analyzes the topic of employment law. Specifically the paper discusses how the federal and New Hampshire state systems of government may or may not differ in their application of employment laws. Federal employment laws set the standard for most state laws.
From the Paper
"New Hampshire also has a statute regarding "displaced homemakers" that covers older women who may have been absent from the workforce for many years, and are suddenly displaced due to death, divorce, or other occurrences. The state offers assistance to these women, training for new jobs, and employment assistance. This is also a statute that is not represented in the federal employment laws. It is clear this must be a problem in New Hampshire because lawmakers felt it needed to be addressed. This statue originally took effect in 1979, so it seems New Hampshire is more forward thinking than many other states who do not yet address this issue."
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Employment Equality, 2005.
A debate over affirmative action programs versus equal employment opportunity programs to promote employment equality.
2,250 words (approx. 9.0 pages), 10 sources, £ 60.95
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Abstract
This paper discusses employment equality, which has a topic of debate for generations. Over the course of the last four decades, the civil rights movement, in America, has brought two types of programs into place to help bring about this equality. Affirmative action and equal employment opportunity programs have the same end goal, employment equality, yet use very different means to get there. Following is a discussion regarding both types of programs, their advantages and disadvantages, and their effectiveness and usage.
From the Paper
"Affirmative Action Programs Versus Equal Employment Opportunity Programs Introduction: Origins, General Description, Theories, Concepts, and Practices of Affirmative Action Programs: Affirmative action programs were established to provide positive employment opportunities for people of a minority group, who are traditionally thought of as being discriminated against. In fact, in Great Britain, these types of programs are known as 'positive discrimination' noting the favoritism of certain groups who have, in the past, been discriminated against."
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Federal and Maryland Employment Laws, 2005.
An overview of how Maryland employment laws differ from general federal employment laws.
991 words (approx. 4.0 pages), 1 source, MLA, £ 23.95
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Abstract
This paper discusses how the federal and Maryland state systems of government differ in their application of employment laws. For the most part, the State of Maryland utilizes most of the same employment laws as those mandated by the federal government. It shows that the Maryland Department of Labor, Licensing, and Regulation's Division of Labor and Industry is the governing body for wage and employment law in the state.
From the Paper
"The minimum wage (with some exceptions) is $5.15 per hour in Maryland, just as it is at the federal level. The workweek is 40 hours, and any time worked over 40 hours must be paid as time-and-a-half. The exceptions to this are certain retail mechanics, partspersons, or salespersons who sell or service cars, farm equipment, trailers or trucks, taxicab drivers, executive, administrative and professional employees who meet certain criteria, outside salesmen, commissioned employees, a child, parent, spouse, or other member of the employer's immediate family, and employees of a movie theater ("Maryland Guide," 2004). In addition, agricultural workers in the state must be paid overtime after working 60 hours in a week, and some health care institutions (not hospitals) and bowling alleys pay overtime after 48 hours worked in one week."
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Employment Laws, 2006.
This paper discusses federal and state, especially Texas, employment laws.
1,185 words (approx. 4.7 pages), 4 sources, APA, £ 27.95
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Abstract
This paper explains that federal employment laws recognize the power position of employers and endeavor to make this employee relationship "fair and equitable" without exploitation. The author points out that the states are the major providers of employment resources and are required to implement the federal employment laws, which generally are the guidelines for the state laws. The paper relates that Texan laws on employment protection are generally conform to the federal laws; however, they may have some additional provisions such as providing a cap for damage awards for violations of non-discrimination laws. Listing of several specific laws.
Table of Contents
Federal Employment Laws
State Employment Laws
Texas Law on Employment Protection
Conclusion
From the Paper
"Every individual has the nature to pursue his/her interests. But when it comes to working together, these interests may often collide with each other's. Therefore, there has to be a balancing act which should ensure the protection of interests of everyone. With a multitude of laws, regulations, statutes and other considerations in the area of employment law, the federal government, through Title VII of the Civil Rights Act (1964), has created a basic framework for employers to ensure that employees are treated fairly on the basis of race, color, religion, sex, national origin, disability, or age, thus reducing their liabilities. One of the outcomes of our forefather's leap into the American experiment is the ability of individual states to enact laws pertaining to their unique situations."
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Employment Tribunals System, 2006.
This paper discusses what is wrong with the current system of employment tribunals as a forum for resolving individual employment disputes.
2,481 words (approx. 9.9 pages), 18 sources, APA, £ 50.95
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Abstract
This essay provides a critical analysis of the contemporary operation of the employment tribunal system with particular emphasis on its key failings as a forum for resolving individual employment disputes. A number of recent legislative reforms, and the impact that they have had on resolving the faults of the system, are also discussed.
Outline:
Abstract
The Cost of Tribunals
Too Many Applicants
Increased Legal Regulation
Encouragement of Unmeritious Claims
Reforms to the system
Conclusion
From the Paper
"Employment Tribunals were originally established for the sole purpose of hearing appeals concerning 'industrial training levies' under the Industrial Training Act 1964 . Since then, their jurisdiction has been gradually, yet substantially, increased and enhanced through a variety of legislative measures , legal judgments and the adoption of various EU policies ; leading to a total jurisdiction which now covers over eighty types of complaint."
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Canadian Employment Prospects, 2007.
This paper looks at employment prospects for university graduates in Canada.
1,212 words (approx. 4.8 pages), 7 sources, APA, £ 27.95
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Abstract
In this article, the writer discusses the employment prospects of university graduates. Among some of the applicable data addressed are overall employment figures related to unemployment rates, characteristics of the labor force and employment by sector. The conclusion is that while technology is one of the most promising prospects to take university training in, it is also one of the most susceptible to the global employment strategies of offshoring and outsourcing. However, the writer points out that the majority of industries in the Canadian economy rely on sectors that typically require university training or graduation. The writer concludes that while there are certainly other avenues towards developing valuable skills applicable in the marketplace, increasingly, one of the best places to acquire those skills is in the university setting and certainly through graduation from a structured academic program in a given field or industry.
Outline:
Overview
Employment Trends
Prospects by Industry
Employment Outlook
Conclusion
From the Paper
"Recent trends in the Canadian employment sector reveal an active employment market for university graduates who are graduating from certain fields and concentrations. The inverse of these observations is that university graduates who graduate in fields or concentrations that have little relevance to the economic activity driving the overall market, are at a disadvantage and quickly develop a detachment from the workforce as research at the University of Alberta has indicated. However, simply having completed a university program through graduation does seem to imply that the employment prospects for the individual doing so are more promising than those who have not."
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Employment Discrimination, 2004.
This paper defines ?employment discrimination? and identifies the sections of the society most likely to become its victims.
1,305 words (approx. 5.2 pages), 4 sources, APA, £ 29.95
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Abstract
This paper explains that the most important legislation in connection with employment discrimination is Title VII of the Civil Rights Act of 1964, which clearly states that employers cannot discriminate of sex, color, or race. The author points out that, as long as a person is able and willing to work, he or she cannot be discriminated against, provided their skills match the job for which they have applied. The paper reviews six rules, which should be part of every employment evaluation process: consistency, bias suppression, accuracy, correctability, representativeness, and ethicality.
Table of Contents
Definition: Employment Discrimination
Discrimination on the Basis of Sex
Discrimination on the Basis of Race
Age Discrimination
Discrimination on the Basis of Disability
Rules of Evaluation
From the Paper
"Discrimination on the basis of race is a very old issue and concern. Organizations today try their best to minimize risks of discrimination, on the basis of racial background, but the problem still exists and it plagues our organizational culture in the United States. Racial discrimination is obvious and thus can be easily detected; almost 78 percent of working Americans believe that their employers discriminate on the basis of race. One of my very close friends became victim of reverse discrimination when she was denied a job she deserved on the basis of company?s fixed quota for minorities. While Debra is extremely bright and quite a diligent worker, she was denied an entry level job at JC Penny and instead a black woman, slightly older than herself, got that job simply because the company had a policy of hiring as many black employees in a year as whites."
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Employment Trend in Healthcare, 2008.
A look at employment trends in the healthcare industry in the US.
1,793 words (approx. 7.2 pages), 4 sources, APA, £ 38.95
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Abstract
This document discusses a current trend in the US healthcare industry related to employment. The employment trend in the healthcare industry that is discussed in some detail is the increasing prevalence of staffing shortages. The inability of many healthcare organizations to effectively overcome such shortages is also examined.
Outline:
Overview & Influences
Economic Impacts
Government, Business & Society
Future Developments
From the Paper
"The United States (US) is courting disaster with its current trend in rising healthcare costs, very much related to increasing costs associated with the higher recruiting and salary costs necessary to retain qualified personnel on staff. Currently, the US healthcare industry is understaffed to such a degree that approximately 34m individuals in the US reside in regions that are understaffed by healthcare professionals (Hecker & Frank, 2004). In the US market the healthcare industry is fully privatized with employees being offered healthcare insurance through the employer, which is usually subsidized by the employer or offered healthcare insurance through a private insurer but the last option is expensive. Additionally, there are several federally mandated programs such as Medicare and Medicaid that provide some degree of medical coverage to the elderly and the underserved that have indirectly influenced the current staffing shortages because these programs do not compensate to the same degree and as privately funded services would and thus potential healthcare professionals are not attracted to the industry as a whole. Clearly, the US' healthcare system is in dire need of an overhaul in terms of its ability to not only attract qualified professionals but to also retain them. Otherwise, the alternatives of not correcting for some of these contributing factors will be having a very large percentage of the US population become essentially uninsured, which will further contribute to rising healthcare costs and indirectly compound the staffing shortages even further."
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