Law relating to Equal Employment Opportunity

Employment Law is mainly dealt with body of laws regarding administrative rulings, and precedents, which addresses the legal rights of, and restrictions on working people and their organizations. The labor movements have been instrumental in the enacting laws protecting labor rights in the 19th and 20th centuries. Labor rights have seen integral to the social and economical developments since the industrial revolution. As per Henry Kissinger (1973) the task of the leader is to get his people from where they are to where they have not been.

So for a leader it is import display varied leadership styles according to the demands of the diverse situations. To prevent the problems like discrimination of workforce and safe guard the interest of the employees the leader has to acquire the tactics like vision, strategy, communication, buy-in, motivation, empowerment etc. Besides, he has to plan an overall goal to achieve the thriving end and he must have precise objectives to gain this goal.

As the problems in the organizations have been growing up, the importance of human rights has also come front. Hence the federal government is clear about the EEO laws . The government insists that employers are always responsible for the unlawful acts of discrimination or harassment in the workplace. As said above, there are number of laws enacted with the view to ptotect the equal rights of the employees in the workplace. Now we shall analyses these laws and regulations.

Equal Employment Opportunity

The civil rights Act safeguadrs the rights of all citizens with regard to the constitutional right to vote, to protect the individuals against the discrimination in public accommodations , to authorize the concerned authorities to initiate approppriate action ,to protect constitutional rights in public facilities and public education and to engage the commission on civil rights and also on Equal Employment Opportunity. (Skog, 2007)(1) The Act of 1964 is deadly against any unemployment practices in working places by the employer.

It says that the employer would be liable for any practices of failure or refusal of hiring or training, any kind of discrimination and deprival and classification of any employment opportunity because of race, color, religion, sex, or national origin. (2) The Act insists that the employer should not control any admission to apprenticeship or other training or retraining, including on¬ the¬job training programs to discriminate against any individual because of his race, color, religion, sex, or national origin.

At the same time the Act make free the employer from ceratin laibilities. The Act specifies that no employer shall be responsible for hiring or training or classifying the individuals based on class and creed where a bona fide occupational qualification or requirements may be necessary to the normal operation of that particular business or enterprise. (3)(Skog, 2007)