Managing Hospitality Human Resources Hospitality is a people industry, and this course will help you manage the important human resources who provide services to your guests.
You’ll learn how to fulfill the requirements of employment and workplace laws, and discover the latest strategies for attracting employees, minimizing turnover, reducing productivity losses, and more.
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Chapter 1 Employment Laws and Applications ? 2006, Educational Institute
? 2006, Educational Institute Three Principal Roles of the EEOC
?Referring violation charges to state/local agencies ?Issuing guidelines for Title VII (or 7) compliance ?Analyzing patterns of compliance/discrimination 2 EEOC (Equal Employment Opportunity Commission) is a US federal commission created to establish and monitor employment standards.
Equal Employment Opportunity = EEO ? 2006, Educational Institute 3
Affirmative action represents an obligation employers have to hire members of protected groups to overcome past discrimination practices (example: Women still earn almost 25 percent less than men).
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Exhibit 1:
Sample Documents Used in a Discrimination Charge
Exhibit 2: EEO-1 Report
? 2006, Educational Institute Defenses for Discrimination Charges
?Business necessity
Example: The business of airline is transport passengers safely, so prohibiting pregnant flight attendants can be justified bacause of unexpected labor.
?BFOQ (Bona Fide Occupational Qualifications): Examples:
Female Attendants in women’s locker room. Catholic employee for a Catholic church.
4 EEO laws provide basis for legal discrimination-—or choice —in the workplace.
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Exhibit 3: Major EEO Laws and Their Implications
Exhibit 4: I-9 Form
Exhibit 5: Sample Steps in an Affirmative Action Plan
? 2006, Educational Institute Reasons for EEO Abuse in Hospitality ?Largest employer of minimum-wage employees ?Employs largest number of women; poor record
of promotion
?Large number of female employees supervised
by male managers
?Emphasis on appearance
?Discrimination in recruitment advertising
?Viewing jobs as male- or female-oriented
6 ? 2006, Educational Institute ? Employers cannot legally discriminate against women on basis of pregnancy.
? Age discrimination, according to law, includes
– Refusing to put older workers in training programs
– Not promoting older employees
– Forcing older employees to retire
– Forcing older employees into less desirable positions
? Applicants and employees age 40 and over are protected by law
? Reverse discrimination occurs when employers hire or promote from a protected group over those not in such a group; preferences are allowed, but not discrimination by allocating % or portions. ? The same benefit plans must be offered to both genders
? It is illegal to refuse to hire someone because of his/her religious
? Seniority systems are legal if applied consistently and not according to race, color, religion, national origin, or sex.
? Wrongful discharge is the most common source of discrimination charges
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? 2006, Educational Institute ? Exhibit 6: Major Areas of EEO Abuse and Litigation ?Sidebar: Sexual Harassment: Preventing and Resolving Workplace Complaints
?Exhibit 7: Sample Comparison of Classified Advertisements 8 ? 2006, Educational Institute Five Titles (or Parts) of the ADA
(Americans with Disabilities Act)
?Title I —Employment
?Title II —Public Services
?Title III —Public Accommodations and Services
Operated by Private Entities
?Title IV —Telecommunications
?Title V —Miscellaneous
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The law recognizes people with disabilities as a protected class and forbids discrimination against them.
“Image” not considered a “business necessity”
? 2006, Educational Institute Disability as Defined by the ADA ?Physical or mental impairment substantially
limiting one or more major life activities
?Record of such impairment
?Regarded as having such impairment
10 ? 2006, Educational Institute Reasonable Accommodations
as Defined by EEOC
?Making facilities accessible
?Restructuring jobs to eliminate non-essential
functions
?Reassignment to a vacant job
?Modifying schedules to allow for medical and other
related appointments
?Modifying or acquiring equipment
?Providing readers or interpreters for those people
who cannot read or who have visual impairments 11
Exhibit 8: Comparison of the V ocational Rehabilitation Act and the Americans with Disabilities Act
Exhibit 9: Highlights of the ADA
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