Productivity and good attendance is only two of the many benefits we can gain by adhering to the anti-discrimination laws. Although the concept appears so basic, we can build a successful business simply by treating people the same regardless of their differences. This begins with judging our staff on their actual performance instead the color of their skin, how old they are, where they were born, what they believe, or if they are disabled.
Let's first examine what age discrimination is and what we can do to stop it from occurring in our workplace. Believe it or not anyone forty or over is protected by the Age Discrimination in Employment Act (ADEA). This act was developed to protect older individuals from being treated unfairly by businesses in any aspect of their employment, such as, pay, being hired, being terminated, type of job assignments, promotions, layoffs, training opportunities, fringe benefits, or any other condition of employment.
Trying to define racial discrimination specifically can be a more difficult since the law can be interrupted in various ways. For example, if a spouse from a particular race is married to someone else from another race they can still be discriminated against just for being married to them. Another example of how someone could be discriminated against would be if an individual was associated with a group whose members were primarily of a specific race. There can also be the possibility of discrimination if an employer implements work policies that are unnecessary and that only seem to affect individuals of a certain race.
The anti-discrimination laws also cover the color of someone's skin. An interesting element of this is that two people of the same race and/or color can discriminate against the other one. Although it is not clearly defined color discrimination is generally based on the lightness or darkness of someone's skin color.
The same rules apply to religion. Whether a person is actually of a certain religion or not they can still be discriminated against if the person discriminating against them believes they are of that religion. They may have been seen going into or coming out of a certain religious organization and because of that someone began taking negative action against them. It can be that simple.
National origin discrimination refers to someone being treated unfairly because of where they are from, their ethnicity, or they have an accent. Just like all the other types of discrimination it really doesn't matter if they are truly from there or not. The only thing that matters is that the person believes they are from there, even if they are not.
In order to best protect you and your business from any of the many anti-discrimination laws I would highly recommend a continual training program beginning at the time of hire. The training program should consist of an orientation for all new employees, annually for existing employees, and a complete personnel handbook. All training should have a written lesson outline and possibly a test to prove they understood the information. A personnel handbook does not have to be some elaborate document. In fact it should contain your policy on discrimination and what will happen if they violate the policy. Above all it is very important to document any training given along with insuring they sign for your personnel handbook.
Let's first examine what age discrimination is and what we can do to stop it from occurring in our workplace. Believe it or not anyone forty or over is protected by the Age Discrimination in Employment Act (ADEA). This act was developed to protect older individuals from being treated unfairly by businesses in any aspect of their employment, such as, pay, being hired, being terminated, type of job assignments, promotions, layoffs, training opportunities, fringe benefits, or any other condition of employment.
Trying to define racial discrimination specifically can be a more difficult since the law can be interrupted in various ways. For example, if a spouse from a particular race is married to someone else from another race they can still be discriminated against just for being married to them. Another example of how someone could be discriminated against would be if an individual was associated with a group whose members were primarily of a specific race. There can also be the possibility of discrimination if an employer implements work policies that are unnecessary and that only seem to affect individuals of a certain race.
The anti-discrimination laws also cover the color of someone's skin. An interesting element of this is that two people of the same race and/or color can discriminate against the other one. Although it is not clearly defined color discrimination is generally based on the lightness or darkness of someone's skin color.
The same rules apply to religion. Whether a person is actually of a certain religion or not they can still be discriminated against if the person discriminating against them believes they are of that religion. They may have been seen going into or coming out of a certain religious organization and because of that someone began taking negative action against them. It can be that simple.
National origin discrimination refers to someone being treated unfairly because of where they are from, their ethnicity, or they have an accent. Just like all the other types of discrimination it really doesn't matter if they are truly from there or not. The only thing that matters is that the person believes they are from there, even if they are not.
In order to best protect you and your business from any of the many anti-discrimination laws I would highly recommend a continual training program beginning at the time of hire. The training program should consist of an orientation for all new employees, annually for existing employees, and a complete personnel handbook. All training should have a written lesson outline and possibly a test to prove they understood the information. A personnel handbook does not have to be some elaborate document. In fact it should contain your policy on discrimination and what will happen if they violate the policy. Above all it is very important to document any training given along with insuring they sign for your personnel handbook.
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