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Equal Employment Opportunity Commission (EEOC)

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Recommended: Child labor situation

Equal Employment Opportunity Commission (EEOC) was created by the assembly to put into effect title six of the civil rights act of 1964 which made it illegal to judge an individual by color, sex, race, origin or religion (Hattis, 2011). This agency is in control for implementing federal laws on the subject of discrimination against an employee in the United States. The agency enlighten the youth workers that they are protected from employment discrimination which involves: unfair treatment, annoyance by the employer or fellow employees, rejection of a realistic workplace change that they may need, retaliation due to complaints of the uncomfortable working environment.
Consequently, employers ought to play the very vital role of ensuring a secure …show more content…

The child labor law forbids teenagers from working for long late hours and performing dangerous work. Many states ask for working papers for young workers. Therefore managers need to be acquainted with what is required by the law.
I would make sure that all working areas along with jobs are out of dangers this will be implemented through establishing health and safety programs. For that reason, it will be my responsibility as the manager to offer a secure and healthy working environment. This will be well executed by having a sickness and injury prevention program which include employee participation with management assurance (Castillo, 2014).
Stress safety to front overseers. This involves making the supervisors who delegate jobs to the teens have knowledge on the child labor laws. Supervisors play a good part in influencing the worker's attitude towards the working habits. Therefore, I would encourage them to be good role models as well as set a good …show more content…

Offer training on how to handle and use certain equipment and direct them which safe protections to take, give the possible dangers as well as act as a good example (Castillo, 2014). Even if certain things seem so familiar, I should not make assumptions that they know. Ensuring that the devices used by the teens are safe as well as legal to be used and therefore it will be my responsibility to label all the equipment that they are not supposed to use.
After training and creating the surrounding where employees are motivated to ask any questions about health and safety matters, there will be a high possibility of injury reduction at the workplace. During the training, it is advisable to pause for the workers to ask questions if they have and if they do not, put a question that is mostly asked by many young workers, to make them understand

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In the case of Anna v her employers, a case for employment discrimination was created when her supervisor Michael first violated company policy then refused to mitigate the results of that violation. Anna did her part by requesting that policy violations stop and then asking for mitigation when the policy violations resulted in a hostile work environment for herself. The company failed to address either the policy violations with the supervisor or the resulting actions of those policy violations. Case of Discrimination Claims of hostile work environment as a result of employee discrimination are on the increase (Saadem, 2011). Title VII of the civil rights act of 1964 is intended to provide protection and relief against discrimination on the basis of race, color, gender, national origin, and religion.

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Categories from 1966 when EEOC began collecting the data to the most recent collected information in 2013. The EEOC is an agency that continues to enforce all of our euqalities. They have done a lot over the 50 plus years that they have been effectivie and continue to do for our nation. The Act of 1964 was an ominbus bill addressing not only the discrimination in employment but also in voting, public accommondations, and education as well. Now adays all though there is still some discrimination happening it is definitly nothing like the way things were all those years ago before the

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Title VII of the Civil Rights Act of 1964 is a federal law that prohibits employers from discriminating against employees on the basis of religion, sex, sexual orientation, or national origin. It forbids discrimination in any aspect of employment, including hiring and firing, compensation, promotion, and benefits. However, there are exceptions to this law, mainly in the form of bona fide occupational qualifications, otherwise known as BFOQ’s. Title VII permits an employer to discriminate on the basis of “religion, sex, or national origin in those instances where religion, sex, or national origin is a bona fide occupational qualification reasonably necessary to the normal operation of the particular business or enterprise.”

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The act therefore was formulated to provide a solution and harmonize working conditions in the United States. The federal law prohibits employers and administrators from discriminating against employees because of their color, origin, religion, sexual orientation and age (McKay, 2017). All of the above rules were formed to streamline working conditions in the United States. The statutes were formed during a time when discrimination was in all walks of life. The government, in response to the widespread discrimination practices, decided to act and provide a solution that would bring to an end to

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