Protected Classes Essay

534 words - 3 pages

Americans with Disabilities Act of 1990 is an important act that forbids an employer to discriminate on the basis of a person's disability. An employer cannot refuse a person who is disabled as long as he can do the required tasks. An employer is not made to adjust the standards of work performance to suit a person's disability. The employer is not allowed to ask previous employers about a person's disability, only questions about job performance. Employers can only ask question that relate to the position, not any questions relating to his health or claims. The employer should present the job description clearly, which is not particularly required.Titles VI and VII of the Civil Rights Act of 1964 are acts that protects against ...view middle of the document...

"Executive Orders 11246 and 11375 created the concept of affirmative action" (Kettner, 2002). An employer who have 50 or more employees including a federal contract yearly has to have plans and goals showing how much they planned on increasing the number of women and minorities in the business. Discrimination is also prohibited based on age or handicaps.The Equal pay Act of 1963 was amended in 1972, which made wage discrimination between male and female, illegal where the phrase "equal pay for equal work" came into being. Equal work means being able to do the same thing as another person with the same skills. I believe this was started because women and minorities were not receiving the same wages as men doing the same jobs.Vietnam Era Veteran's Readjustment Assistance Act of 1974 states that "employers with federal contracts of $10,000 or more must demonstrate affirmative efforts to employ qualified special disabled veterans and veterans of the Vietnam era" (Kettner, 2002). This means that former veterans are to be considered highly in the process of employment. Every person deserves an equal right when applying for a job.Age Discrimination in Employment Act of 1967 (amended 1978) is applied to all government agencies and employers which have 20 or more employees. Discriminating against any applicants or employees between 40 and 65 is illegal under this act. The amendment extends the age to 70, without a higher limit for federal employees. The EEOC enforces this act along with many others. The solutions to this kind of discrimination can be reinstatement, promotion, and back pay, sometimes even attorneys' fees.ReferencesKettner, P. (2002). Achieving excellence in the management of human service organizations. Boston: Allyn and Bacon.

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