Legislation that employers must adhere to:
In the case that a company implements their hiring strategies, they, mostly focus on the primary job descriptions that are outlined by the human resources to effectively completing their job tasks. Another thing is that the human resources departments are the breast on any current legislative requirements that assures the job position or the promotion in the compliance. For instance, if we take a look at two of the legislations specifically dealings with the discrimination in the promotion and also the hiring by as well as the outlining of the advantages and the disadvantages.
Two types of legislations include the Civil Rights Act of 1964 and the Age Discrimination in Employment in 1967 that focused on the variety measures, particularly in the employment periodically issues. Here the employer must be up to date on the current legislative regulation in the order for the compliance to adheres towards correctly (Division, 1975).
The Civil Rights Act of 1964 was a landmark piece of civil rights legislation in the United States. The Act outlawed the discrimination that were based on the race, color, religion, sex or the national origin. The Act was implemented to end the unequal application of voter registration requirements and racial segregation in schools and workplaces and by the facilities that have served the general public. The Civil Right Act of 1964 includes the title of the Civil Rights Act of 1964 that prevented the employees from being discriminated on all sectors. The powers that were entitled to enforce the act were initially weak but were strengthened in later years. The Congress asserted its authority to legislate under the several different parts of the United States Constitution that was principally its power to regulate interstate commerce under the Article one (Staff, 2010).
The Age Discrimination in Employment in Act of 1967 was formed to protect individuals...