Employment Law Chart Assignment Help

Employment Law Assignment Help | Employment Law Chart Assignment Help

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Employment Laws Chart

Employment Law	Description and Requirement of Law	Court Case Influential to Establishment of Law	Importance of Law	Workplace Application
Civil Rights Act of 1964	Exposed unequal application of voter registration and discrimination in schools and public places	A series of cases with Brown v. Board of Education in 1954	Provides equal voting rights and outlawed discrimination (Skog, 2007).	Offers equal employment opportunity and prohibits discrimination in hiring, promoting
Equal Employment Opportunity Act	To ensure fair treatment to all segments of society without regard to race, religion, color, national origin, or sex	Case of McDonnell Douglas Corp. v. Green (1973)	Provides fair opportunities to all	Creating discrimination is illegal and remedies for discrimination complaints (Hayes & Ninemeier, 2008).
Equal Pay Act	To provide an equal pay for equal work to men and women that is performed within the same conditions (Hayes & Ninemeier, 2008).	Cases of Schultz v. Wheaton Glass Co. (1970) and Corning Glass Works v. Brennan (1974)	Eliminates discrimination in wages according to gender	Offers same working condition and equal pay for men and women for equal work
Age Discrimination in Employment Act of 1967	To prohibit age discrimination in employment (Jennings, 2010).	Case ofEECO v. Wyoming (1983)	Removes discrimination based on age in hiring and promoting	Prohibits discrimination in employment on the basis of age.
Americans with Disabilities Act of 1990	To prohibit discrimination with disabilities	Cases of Southeastern Community College v. Davis (1979) and Consolidated Rail Corporation v. Darrone (1984).	Abolishes discrimination at all places on the basis of disabilities (Jones, 2003).	Provides equal opportunities for disabled persons in employment procedures, promotion, compensation and training

Civil Rights Act of 1991	To strengthen and improve Federal civil rights laws	A case of Wards Cove Packing Co. v. Antonio (1989) and Price Waterhouse v. Hopkins (1989).	It passed to limits the rights of employees who sued case their employers for discrimination (Capozzi, 2006).	Increase power of 1964 act in case of employer liability and allows employees to sue a case when damages were claimed.
Family and Medical Leave Act (FMLA) of 1993	To provide up to 12 weeks of job-protected, unpaid leave during any 12-month period to eligible employees (Murphy, 2011).	A case of Ragsdale v. Wolverine World Wide, Inc (2002);	Provide unpaid job protected leave for employees in case of family and medical reason	It forces on employers to give more than 12 weeks unpaid and job protected leave for employees
Privacy Act of 1974	To establish a fair code of information practice to maintain the privacy of personal information	Britt v. Naval Investigative Service (1989) and Doe v. Chao (2002)	It is created to concern about the creation and use of personal databases that is maintained by government agencies.	Provides an opportunity to individual to access and change their records with correct data (Casilly & Draper, 2002).
Drug-Free Workplace Act of 1988	It requires that all organizations receive grants to maintain drug free environment at workplace (Casilly & Draper, 2002).	Treasury Employees v. Von Raab (1989)	It requires federal grantees and contractors to certify that they maintain a drug-free workplace.	Removes the unlawful manufacturer and distribution at workplace
Polygraph Protection Act of 1988	Prohibits the use of any lie detector test in employment process (Decenzo & Robbins, 2009).	Mennen v. Easter Stores (1997) and Wiltshire v. Citibank (1996)	Removes the use of lie detector tests in private organizations during screening and employment phase.	Employers cannot force to employees to take lie detector test and don’t discriminate them for refusing.
Worker Adjustment and Retraining Notification Act (WARN) of 1988	To protect the workers from sudden losses and closing of organization by giving a advance notice	North Star Steel Co. v Thomas (1995)	Protects workers and their families by forcing employers to give advance 60 days notice period in the situation of plant closing and mass layoffs (Swartz & Lee, 2007).	This advance notice helps the workers to adjust with loss situations and search new jobs.

 

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