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论文作者:www.51lunwen.org论文属性:学术文章 Scholarship Essay登出时间:2015-04-06编辑:Cinderella点击率:5190
论文字数:2554论文编号:org201504012114194123语种:英语 English地区:美国价格:免费论文
关键词:Immigrants DiscriminationEECO移民职业歧视
摘要:本文研究的是职场歧视问题,尤其是雇用单位对员工出生地、国籍方面的歧视。
i) Language Fluency: It was not long when the US senate approved the bill designating English as our country's national language. This bill believed to have far reaching implications for the laws governing discrimination in the workplace.
In 1990, 32 million people in the U.S, or about six percent of the population five and older, spoke a language other than English at home. By 2000, the figure increased to 47 million people. Based on this trend, one can estimate how huge the current figure might be. As this trend has continued, and as the workforce has absorbed increasing number of individuals who cannot speak English or for whom English is a second language, the EEOC has addressed a rising number of complaints alleging national origin discrimination. Major issues that were mentioned in the charges are English-only rule, language proficiency and accent related discriminations. When employers mandate fluency or accent -related requirements in the hiring and selection process including job descriptions, job titles, worker specifications, application for employeement forms, pre-employment forms, test administration and validity, interview procedures, referral procedures, final selection processes, or other similar factors, they are discriminating based on national origin based on language and violating Title VII at the same time. For example if two candidates have possess the same level of English proficiency, but the employer favors the candidate with a British accent over the candidate with a Russian accent, the employer may be charged with unlawful national origin discrimination. Of course, an employer who shows a bias against accents associated with all national origin may also be charged with unlawful discrimination.
ii.) Citizenship Requirements: Two US laws make citizenship and/or permanent residency requirement illegal. These laws, Title VII, Civil Rights Act of 1964 and Executive order 11246, have direct or indirect involvement in protecting discrimination based on national origin. Besides, Immigration Reform and Control Act of 1986 prevent employers with four or more employees from discriminating because of citizenship status against U.S. citizens. IRCA is designed to complement Title VII. Its purpose is it to cover areas that are not covered by Title VII. It also forbids national origin discrimination by employers with between four to fourteen employees. The Office of Special Counsel for Immigration-Related Unfair Employeement practices Civil Rights Division, at the Department of Justice puts IRCA's nondiscrimination requirements into effect.
In some cases, employers may justify recruitment and other selection decisions based on security requirements. Title VII allows refusal to hire, or termination, where an individual does not meet job requirements that are forced in the interest of national security under any security program iii) Workplace Harassment:
Studies indicate that throughout America, harassment 本论文由英语论文网提供整理,提供论文代写,英语论文代写,代写论文,代写英语论文,代写留学生论文,代写英文论文,留学生论文代写相关核心关键词搜索。