Equal Employment & FLSA

Equal Employment & FLSA Based on my research and experience, I do not recommend that Elora Jean & Co. implement an affirmative action policy to improve workplace diversity. The affirmative action policies aim to minimize the inequalities that the minorities face regarding their gender, race, religion, or national origin. Despite affirmative action policy being the most effective technique of enhancing workplace diversity and equality, the wider public is likely to despise it since it provides preferential treatment to the minorities. Thus, the technique will promote inequality when hiring employees, which may draw the Feds and the National Labor Relations Board (NLRB). Elora Jean & Co. is already committing unfair labor practices, and alarming such bodies will result in investigations and hearings; hence, serious charges. Besides, Elora Jean & Co. lacks human resource management experience, and the operations manager that has assumed the human resource duties has little knowledge of its practices. Thus, the company cannot ensure minimal inconsistency to implement an affirmative action policy without alerting the authorities successfully.

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EQUAL EMPLOYMENT2 Elora Jean & Co. can stay out of the NLRB and the Federal radar by focusing on equal employment opportunities (EEO) policy that considers workplace equality regarding race, gender, and religion. The EEO policy does not focus only on the minorities but promotes workplace equality across all races, religions, gender, and national origin. Besides, workplace diversity and equality extend beyond sex and race; the company should ensure different employees with diverse physical abilities. The company should consider creating a committee to implement the EEO policy and determine new mechanisms for attracting further workplace diversity. Elora Jean & Co. should also consider employing workers from broader geographical regions, training its workforce to facilitate diversity, and focus on minimizing the rate of employee turnover. Workplace diversity promotes worker retention (Cloutier et al., 2015).

Moreover, the company should consider setting up a comprehensive human resource administration and hiring a qualified human resource manager to handle employment issues.

For Elora Jean & Co. to implement the EEO or affirmative action policies successfully, it must consider the laws of the U.S Equal Employment Opportunity Commission. The rules include Title Ⅶ of the Civil Rights Act of 1964 that prohibits discrimination of an individual due to their race, religion, sex, national origin, and the Age Discrimination in Employment Act of 1967 that protects older people from employment discrimination. (U.S. Equal Employment Opportunity Commission, 2020). Other laws are Title Ⅰ of the Americans with Disabilities Act of 1990 (ADA) (prohibits discrimination of qualified individuals with disabilities) and Section 102 and 103 of the Civil Rights Act of 1991. The latter allows jury trials and punitive damage awards against a company that discriminates against an individual in contrast to Title Ⅶ and ADA. The law also prohibits Elora Jean & Co. from despising any pregnant woman under the Pregnancy Discrimination Act.

EQUAL EMPLOYMENT3 The company must consider the provisions by the law before implementing the EEO. However, Elora Jean & Co. should not implement an affirmative action policy since the company has no proper human resource administration; hence, utilizing this strategy to improve workplace diversity and equality may enhance inequality. The design would also alert the Feds and NLRB to investigate the company; thus, attracting unfair labor practices charges.

EQUAL EMPLOYMENT4 References Cloutier, O., Felusiak, L., Hill, C., & Pemberton-Jones, E. J. (2015). The Importance of Developing Strategies for Employee Retention. Journal of Leadership, Accountability & Ethics, 12(2). Retrieved 21 November 2020, from http://www.m.www.nabusinesspress.com/JLAE/Pemberton-JonesEJ_Web12_2_.pdf Hideg, I., & Ferris, D. L. (2017). Dialectical thinking and fairness-based perspectives of affirmative action. Journal of Applied Psychology, 102(5), 782. Retrieved 21 November 2020, from https://psycnet.apa.org/record/2017-04567-001 U.S. Equal Employment Opportunity Commission. (2020). Laws Enforced by EEOC | U.S. Equal Employment Opportunity Commission. Eeoc.gov. Retrieved 21 November 2020, from https://www.eeoc.gov/statutes/laws-enforced-eeoc.