Jamie DuvaMgt 434Affirmative Action Paper As we know by now affirmative action is an effort to improve the employment and educational opportunities of women and members of minority groups through preferential treatment in job hiring, college admissions, the awarding of government contracts, and the allocation of other social benefits. First undertaken at the federal level following passage of the landmark Civil Rights Act of 1964, affirmative action was designed to counteract the lingering effects of generations of past discrimination.
The main criteria for inclusion in affirmative action programs are race, sex, ethnic origin, religion, disability, and age. The definition is a broad terminology and the word can be used in a variety of many affirmative action discrimination cases. In the definition in does not state affirmative action laws for Caucasian males and disabled people; it is rare to see the Caucasian male in affirmative action cases but they do occur from time to time. So across the board everyone is protected under the Civil Rights Act of 1964.
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Affirmative action programs are intended to positively protect the private and public sector employees. To generalize if the company has 50 or more employees and the income is 50,000 or more, the employees are covered by the affirmative action right and the Civil Rights Law of 1964. There are many differences from the private and public sectors; there are many different laws that protect the two different sectors but, the two sectors employees are covered.
Still the laws differ, if an employer has the minimum employee requirement the employee will have many benefits; the company will become diverse and well respected throughout the company, it will ease the mind of the employees who work there from discrimination, it can open doors to many diverse and cultural ideas, the company can inspire many upcoming companies, etc. Many affirmative action programs are put into place to protect everyone from any type of discrimination. The mythology of the reason why affirmative action is to have less white males in the workplace is false.
The affirmative action protects everyone in the workplace, and it promotes fairness across the board without discrimination that includes Caucasian males. Affirmative action plans require employers to implement a formal affirmative action plan. It also promotes a healthy diverse type of workplace that is against racism and discrimination. It also requires employers to follow through what they put into play; for instance if an employer promotes a discrimination free work environment, an employer must have a close to zero tolerance policy for people who are employed if they violate these laws will be fired.
A company must follow through on a policy that has been put into effect for anti-discrimination policies. With these policies it allows an employer to have a healthy and open communication environment with every race, color, age and national origin that is employed. A court order can also be given to an employer to implement an affirmative action plan to correct the past discriminations an employer failed to implement the last time. The court ordered implement is well organized and the court will ask questions to employees and past employees about the treatment and fairness throughout the company.
A judge will order a company to organize a structured plan with the courts approval; a court ordered judgment can be a nuisance because of the fact the management and employer must take time out of their already busy schedule to make sure the affirmative action plan is being followed. In this case it is not worth to break the affirmative action plan rules the first time and should be followed to the T to protect the company and the employees from any further differences. Federal laws that require contractors to have written Affirmative Action Plan, the Rehabilitation Act, and the Vietnam Era Veterans’ Readjustment Assistance Act.
The requirements for written affirmative action plans apply to contractors or subcontractors The plans consist of statistical analysis of the employer’s under utilization of individuals from certain protected classes and include the steps that will be taken to improve their representation in the employer’s workforce. Separate Affirmative Action Plans must be created for women and minorities. Employers that are not specifically required by law to create Affirmative Action Plan should consider carefully whether to develop a formal Affirmative Action Plan.
There is much that could happen if an employer does not meet the goals of the affirmative action plan. But before we list the consequences; all employers must do is to keep track of the plan they are implementing and be recognized in the community to be a anti-discrimination company who are fair and legitimate. If the court sees that the company is trying to change the thinking and ways of a company to be more anti-discriminatory; a court would take that into consideration and extend the deadline the goal was supposed to be set.
But there could be many repercussions of not implementing and procrastinating on not implementing or following through with any type of affirmative action plans. The affirmative action plan is a federal issue and the employee is backed by the government. The government can seize all or any funds that you have received from the government, putting a damper on the income you make. Next, they can do a complete sweep of the people who are accused of discriminating and can be brought up on some serious charges.
The company will also have a reputation on the Better Business Bureau of being discriminatory and will have a bad name throughout the community. In conclusion, I believe that affirmative action plans are very important to implement; not only do the plans benefit the employee but it also gives employers a good reputation and will be recognized as a fair company with open to diverse cultural employees. If all employers follow their affirmative action plans and follow through with their plans, employers will not put themselves through the nuisance of court orders and firing of many employees and can avoid embarrassment.
With these plans, it shows good faith and promotes American growth and acceptance for the United States Of America and the business ethics of acceptance. Works CitedAnswers. (2009). definition of affirmative action. Retrieved from http://www. answers. com/topic/affirmative action??Job functions. (2009). federal laws. Retrieved from http://www. jobfunctions. bnet. com/43467(2010). law facts. Retrieved from http://academic. udayton. edu/race/04needs/affirm21. htm| |