Compliance with three very sensitive laws and regulations is a very crucial best practice for managers. These include providing equal opportunities for employees, affirmative action, and preventing sexual harassment of employees. These and other regulations and laws have a huge impact of human resources in every business institution complying with best practices.
The EEO (Equal Employment Opportunity) laws cover individuals and protect them against illegal discrimination at work. This best practice covers people against discrimination based on race, age and gender. People that belong to this category of worker are often referred to as the “Protected Class.” According to the Federal Laws, the following characteristics require protection:
The EEO specifically ensures that workers get equal opportunities for success at work as a best practice.
This best practice requires employers to make extra efforts to hire people belonging to a protected group. It means taking specific actions to eliminate negative effects of discriminations made in the past. The EEOC (Equal Employment Opportunity Commission) was established in 1964 Civil Right Act, Titled VII. The scope of this commission extends to the following laws to ensure best practices:
Unwelcome sexual advances at work places that are verbal or physical in nature are classified as sexual harassment. It could be in the form of sexual suggestive remarks, touching against the victims’ wish, requesting sexual favors of employees and other forms of sexual behavior. Since 1983 the U.S government had started looking into this topic and in 1993 the Supreme Court made a ruling. It enacted civil right laws protecting workers against sexual harassments as a crucial best practice.
Sexual harassment is not limited to women alone, and also protects male employees. Some best practices recommended to prevent sexual harassment are:
These three regulations ensure compliance with standards for best practices in the Human Resources section of any organization.