The Act (GINA) mainly enacted to make the public aware of discrimination and misuse of genetic information. The Act prohibits employment discrimination based on genetic information and restricts acquisition and disclosure of such information. moreover the Act safeguards the right of eth job applicants, current and former employees ,apprentices and trainees against the discrimination bsaed on their genetic information (41)
Another regulation is the final rule regarding the enforcement of non-discrimination on the bsais of Disability in Programs or Activities Conducted by the Equal Employment Opportunity Commission and Accessibility of Commission Electronic and Information Technology. This enumerates that all complaints filed under sec. 508 of Rehabilitation Act 1973 can be moved as per the procedures of the sec. 504 public complaints. (42) The EEOC has enacted another final rule realting to the Employer sponsored retiree health Benefits to the employee. Such benefits are much needed for the older workers when their health care needs are great.
Older retires also believe on such benefits to cover medical costs that are not covered by Medicare. In the light of this ,EEOC formulated the rules so that the employers may create and keep a wide range of retire health plan designs without violating the rules of ADEA. (43) As an agency of eradication of discrimination and provider of the equal employment opportunity EEOC has received a number of recognition in recent times. For eg: In 2007, EEOC received 30,510 charges of race discrimination in which EEOC resolved 25,882 race charges in the same year. It recovered $67.7 million in monetary benefits for charging parties and other aggrieved individuals. In 2006, EEOC resolved 2,387 religious discrimination charges and recovered $5. 7 million in monetary benefits for charging parties and other aggrieved individuals against the 2,541 cases of religious discrimination.
In 2007, EEOC received 5,587 charges of pregnancy-based discrimination and settled 4,979 pregnancy discrimination charges and recovered $30. 0 million in monetary benefits for charging parties and other aggrieved. Apart from this in year of 2007, EEOC received 24,826 charges of sex-based discrimination.
EEOC resolved 21,982 sex discrimination charges and recovered $135. 4 million in monetary benefits for charging parties and other aggrieved individuals. Conclusion The employers have the responsibilities of safeguarding the organization from claims of discrimination, harassment, and retaliation managing Employee Safety, Health, and Wellness to decrease risks and Increase Productivity and Morale. They have to ensure that all of recruitment strategies are nondiscriminatory as well as effective Discrimination, denial equal opportunity and pay to employees whatever it is, these are purely violation of human rights.
Treating people fairly is central to good people management. Employers should focus on creating a workplace culture in which everyone feels included, valued and respected. To foster personal responsibility and engagement, a balanced approach is needed to address diverse stakeholder and organizational interests and preferences. Creating a climate of mutual respect and dignity will foster improved working relationships and contribute to productivity and business. Fairness at work and good job performance go hand in hand. Tackling discrimination helps to attract, motivate and retain staff and enhances an organization’s reputation as an employer.
Eliminating discrimination helps everyone to have an equal opportunity to work and to develop his or her skills.
Books and Authors 1. Grossman,”Fair Labor Standards Act of 1938: Maximum Struggle for a Minimum Wage”. Monthly Labor Review 101 (6): 22–30, 1978 2. Grofman, Bernard Legacies of the 1964 Civil Rights Act (Race, Ethnicity, and Politics) Publisher: University of Virginia Press, ISBN-10: 0813919215 June 2000 3. Guerin, Lisa Everyday Employment Law: The Basics Publisher: Nolo. com; 1st edition ISBN-10: 0873377966, April 2002 4. Lewis, David and Sargeant, Malcolm