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Title VII of the 1964 Civil Rights Act prohibits employers, unions, joint-labor management committees, and employment agencies from discriminating in any aspect of employment on the basis of race, color, religion, gender, or national origin. Title VII also addresses subtle as well as overt discrimination; disparate treatment as well as disparate impact; and discrimination that is intentional as well as unintentional. The law also allows for compensatory and punitive damages, where appropriate, as well as jury trials (Bennett-Alexander, 2003, p.91).
In order to obey the Title VII guidelines, organizations must scrutinize the hiring and employment practices of every individual who has employment or management responsibilities. It is through this careful examination that many companies have discovered the benefits of having strong hiring and management policies. These policies must thoroughly address the rules regarding discrimination in the workplace, and must be unconditionally implemented.
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