Hr Laws & Regulations

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Civil Rights Act of 1866 (http://www.eeoc.gov/laws/other.cfm#cra-1866)
Summary of Act's Principle Requirements and Regulations Impacting HR - This law protects the equal right of all persons within the jurisdiction of the United States to make and enforce contracts without respect to race.
Governmental Enforcement Agency - Enforced by individuals, not a federal agency
Impact on HRM Functions and Policies - This includes all contractual aspects of the employment relationship, such as hiring, discharge, and the terms and conditions of employment. The Supreme Court has held that the statute also prohibits retaliation against persons who complain about race discrimination prohibited by the statute.
(http://www.eeoc.gov/laws/other.cfm#cra-1866)

Equal Pay Act of 1963 (http://www.eeoc.gov/laws/statutes/epa.cfm)
Summary of Act's Principle Requirements and Regulations Impacting HR - Requires that male and female workers receive equal pay for work requiring equal skill, effort and responsibility, and performed under similar working conditions. (http://www.princeton.edu/hr/policies/appendix/a1/1_6/)
Governmental Enforcement Agency - EEOC
Impact on HRM Functions and Policies - Pay differentials are permitted when they are based on seniority, merit, quantity or quality of production, or a factor other than sex. (http://www.shrm.org/LegalIssues/FederalResources/FederalStatutesRegulationsandGuidanc/Pages/EqualPayActof1963.aspx)

Title VII of the Civil Rights Act of 1964, as amended in 1972 (http://www.law.cornell.edu/wex/equal_employment_opportunity_commission)
Summary of Act's Principle Requirements and Regulations Impacting HR - Prohibits discrimination based on race, color, national origin, sex, and religion, and also prohibits employers from retaliating against any employee who exercises his or her rights under Title VII
Governmental Enforcement Agency - EEOC…...

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