Affimative_Action

Affirmative Action Checkpoint Affirmative action is a policy that helps equal employment opportunity (EEO), to require organization to comply with the law and correct past discriminatory practices which increases the numbers of minorities and women in specific positions. Affirmative action also analyzes employer in their workforce to help them to develop a plan of action to correct areas of past discrimination. This policy of plan of action is achieved by having organization to follow specific guidelines and goals to ensure that they have a balanced and representative workforce. All employers must make a concerted effort to recruit, select, train, and promote members of protected classes. The employers must locate certain minority candidates who a qualified, but also those who with reasonable amount of training or physical can be accommodation are the one who are must quality for the job openings. To present an Affirmative action plan to a board of directors first you must establish an affirmative action programs. First, you must provide an organizational profile that represents that represent their workforce demographics. Second, you must establish goals for the employment and an underutilized including initiating proactive recruitment and selection methods. Fourth, you must monitor the progress of the hold entire affirmative action plan program. Affirmative action programs may also be required by the courts for employees to be found guilty of past discrimination. The court ordered programs will require the setting of are the hiring and promotion quotas along with the stated timetables for compliance. The employees voluntarily develop their own affirmative action program to ensure the protection and fair treatment in all the aspects of employment. Some affirmative action employers may be accused of reverse discrimination, this is were they give preference to members of protected classes to the extents that unprotected individuals believe that they are suffering from discrimination. The way affirmative action policy relates to compliance with employment opportunity is by providing equal employment opportunity to all employees. This allows employers to become proactive and correct areas of past discrimination. Affirmative action policies also protected classes of jobs, the employer’s goal in balanced internal workforce representative, and the labor market. The affirmative action policy of program have different steps that will comply with the employers one is to issue a written equal employment opportunity policy and an affirmative action commitment. Second, appoint a top official to implement the program. Third, publicize the policy an affirmative action commitment. Fourth, survey the present minority and female employment by their job classification. Fifth, develop a goal and a timetables improvement plan to utilization of minorities and women in each area where underutilization has been identified. Sixth, develop and implement specific programs to achieve important goals seventh establish an internal audit and reporting system to monitor them and evaluate their progress in the program. Eight, develop a support in-house and community programs. Some points in supporting these recommendations, the University of California Regents vs. Bakke (1978), this is were the Supreme Court settled one of the most important case in reverse discrimination. The clearly address points for the recommendation of this law was when Allen Bakke, a white male, charge at the University of California at Davis was guilty of reverse discrimination by admitting minority-group members was less qualified than he. Another case decided by the Supreme Court was United Steelworker of America vs. Weber, in 1974 Kaiser Aluminum, the union, and United Steelworker joined the affirmative action program to increase the number of black workers in crafts jobs at Kaiser’s Louisiana plant. Brain Weber, a white production employee, who was passé over for craft training in favor of a less-senior African-American worker filed a lawsuit. He filed a suit charging violation of Title VII. The Supreme Court ruled against Weber holing that under Title VII voluntary affirmative action program. There are many other cases that are put into effect by employees who are not treating right. These laws, policy and affirmative action are put into places to protect employees from being discriminate against their race, gender and religious facts. These laws like the EEO which stand for Equal Employment Opportunity are put into place to protect employees from being discriminate against.