Issue 1 Example

Issue 1 Example Issue 1 – Article Example HUMAN RESOURCE Lecturer’s Affirmative action- equal employment opportunity compliance Human resource office has the responsibility for implementation and development of affirmative action as well as equal employment opportunities compliance. They are committed to fostering an equitable, friendly as well as a diverse conducive environment where all staff members in a work place have an ability of achieving work life balance despite of their race, gender, age, faith, medical condition, sexual orientation and expression. Affirmative action is not a misnomer; rather it can be considered as firm actions that protect human resource at the work place (Crosby, Iyer, & Sincharoen, 2006).Current state of EEOC regulationsIt is not lawful to discriminate any individual in regards to promotion, transfer, performance, training, wage benefits or any employment privilege due to certain characteristics. Managers and employers need to adopt the best practices to reduce such instances of employe e’s discrimination as address the challenges facing equal employment opportunities (North-Samardzic & Gregson, 2011). According to the current guidelines employees, should not be discriminated based on their region, race, color, sex or origin. According to the guidelines race, discrimination ought to occur if an individual is subjected racial jokes, offensive comments, and ethnic slums on the basis of the person color or race. The guidelines prohibit against sex based wage discrimination, protect elderly individuals, prohibit discrimination against disabled and qualified persons and in case of any discrimination, it advocates for monetary damages charges. It also prohibits the discrimination of employment on the basis of the genetic information on the employee or applicant. The guidelines prohibit against medical state, pregnancy and childbirth discrimination (Kenney, 2004). Therefore, employers and managers need to understand and act in regards to the EEOC regulations to enh ance equal employment practices.ReferencesCrosby, F. J., Iyer, A., & Sincharoen, S. (2006). Understanding affirmative action. Annual Review of Psychology, 57, 585–611. doi:10.1207/s15324834basp1501_2Kenney, S. J. (2004). Equal employment opportunity and representation: Extending the frame to courts. Social Politics. doi:10.1093/sp/jxh027North-Samardzic, A., & Gregson, S. (2011). Commitment or Even Compliance? An Australian University’s Approach to Equal Employment Opportunity. Relations Industrielles-Industrial Relations, 66, 279–301.