This article discusses the eclectic difficulties that Human Resources Managers have in handling workplace discrimination regarding legal ramifications, and the impact these hardships have on employees. We will consider the following workforce discriminations that employers must greatly understand from a historical/legal standpoint to minimize employer liabilities: race, gender, age, religion, and disability. The legal ramifications can be understood from several laws enacted in the early 1960s to present. It is apparent that if these discriminatory practices are interpreted, a human resources manager can find ways to effectively manage a diverse company, and refrain from future legal liability in the USA. The main premises of this writing will be proposing statements why many may encounter/experience as a result of discriminatory practices, even if managed effectively. This will lead us into a brief discussion of the functions of human resources and how to successfully minimize discriminatory practices in the workplace. A keen understanding of employment law in regards to workplace discrimination should assist a human resources department to better manage employee-employer relationships/morale.
|Keywords:||Employment, Diversity, Employees, Discrimination, HR, Workplace|
Graduate Student, School of Business, Cameron University, Lawton, OK, USA
Assistant Professor, School of Business, Cameron University, Lawton, OK, USA
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