就業(yè)性別歧視外文文獻(xiàn)翻譯--平等就業(yè)的法律框架-文庫吧
2025-04-17 03:43 本頁面
【正文】 y. This theory has also been called parable worth in earlier cases. But except where state laws have mandated pay equity for publicsector employees, . federal courts generally have ruled that the existence of pay differences between jobs held by women and jobs held by men is not sufficient to prove that illegal discrimination has occurred. A major reason for the development of the pay equity idea is the continuing gap between the earning of women and men. For instance, in 1980, the average annual pay of fulltime women workers was 60% of fulltime men workers. By 2020, the reported rate of 72% showed some progress. More indepth data and research studies have shown that when education and experience differences of men and women are considered, women earn about 90% of what parable men workers earn. Another interesting reason for the pay differential, job mobility and changing employers, is explored in the HR Perspective. Sexual Harassment Regulations and Cases The Equal Employment Opportunity Commission (EEOC) has issued guidelines designed to curtail sexual harassment. Sexual harassment refers to actions that are sexually directed, ate a hostile work environment. Sexual harassment conditions or creates a hostile work environment. Sexual harassment can occur between a boss and a subordinate, among coworkers, and when nonemployees have business contacts with employees. According to EEOC statistics, more than 90% of sexual harassment charges filed involve harassment of women by men. However, some sexual harassment cases have been filed by men 3 against women managers and supervisors, and for sexual harassment plaints is contained in Chapter 5. Figure 44 Major Section of the Americans with Disabilities Act TitleⅠ TitleⅡ Title1Ⅲ Title1Ⅳ Title1Ⅴ Employment Provisions Public Participation and Service Public Access Telemunic ations Administration and Enforcement Prohibits employment related discrimination against persons with disabilities Prohibits discrimination related to participation of disabled persons in government programs and for public transportation Ensures accessibility of public and mercial facilities Requires provision of telemunica tions capabilities and television closed captions for persons with hearing and speech disabilities Describes Administrative and enforcement provisions and lists who is not covered by ADA Americans with Disabilities Act (ADA) The passage of the Americans with Disabilities Act (ADA) in 1990 expanded the scope and impact of laws and regulations on discrimination against individuals with disabilities. The ADA affects more than just employment matters, as Figure 44 shows. All employers with 15or more employees are covered by the provision of the ADA, which are enforced by the EEOC, and it applies to private employers, employment agencies, and labor unions. A . Supreme Court decision ruled that state government employees are not covered by the ADA, which means that those employees cannot sue in federal courts for redress and damages. However, they still may bring suits under state laws in state courts. Who is Disabled? As defined by the ADA, a disabled person is someone who has a physical or mental impairment that substantially limits that person in some major life activities, who has a 4 record of such an impairment, or who is regarded as having such an impairment. In spite of
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