WEBVTT 00:00:08.141 --> 00:00:09.821 Morning, Vince. Lisa. 00:00:09.822 --> 00:00:14.447 Wilkins case. Got a conference call at 10:00. Ah, sounds good. 00:00:16.057 --> 00:00:18.660 Equal employment is a concept that really has its roots 00:00:18.669 --> 00:00:21.741 in the Civil Rights Act of 1964. 00:00:21.741 --> 00:00:25.339 Title Seven of that Act prohibits discrimination based on race, 00:00:25.340 --> 00:00:28.657 color, religion, sex and national origin. 00:00:28.658 --> 00:00:32.151 And over the years, it's been amended and expanded a number of times. 00:00:33.089 --> 00:00:36.388 Title seven of the civil rights act of 1964 applies to 00:00:36.388 --> 00:00:41.256 private sector employers with 15 or more employees, and to labor unions. 00:00:41.257 --> 00:00:46.100 The equal employment opportunity act of 1972 extends title seven coverage to 00:00:46.110 --> 00:00:48.318 state and local government agencies, 00:00:48.319 --> 00:00:51.925 as well as public and private educational institutions. 00:00:52.068 --> 00:00:56.688 The Pregnancy Discrimination Act of 1978 prohibits discrimination 00:00:56.689 --> 00:01:00.399 based on pregnancy, childbirth and related medical conditions. 00:01:00.713 --> 00:01:04.958 And the civil rights act of 1991 allows for jury trials 00:01:04.959 --> 00:01:08.739 and punitive and compensatory damages in discrimination cases. 00:01:09.646 --> 00:01:13.790 Basically, almost every applicant, employee, or former employee 00:01:13.791 --> 00:01:18.267 is now protected from discrimination based on membership in a protected group 00:01:18.268 --> 00:01:21.830 for example, their race, sex, religion, etc. 00:01:22.569 --> 00:01:25.489 Generally, employment discrimination happens 00:01:25.490 --> 00:01:28.800 when subjective decisions are made about people in the workplace. 00:01:28.801 --> 00:01:31.874 One of the cases I'm working on now is a good example. 00:01:31.875 --> 00:01:35.857 A manager was going on vacation and needed to leave somebody in charge. 00:01:35.858 --> 00:01:37.641 I think that about covers it. 00:01:37.642 --> 00:01:40.162 Oh, by the way, while I'm out of the office next week 00:01:40.169 --> 00:01:42.888 I don't think there’ll be anything out of the ordinary to deal with... 00:01:42.889 --> 00:01:47.886 but just in case, Amy's in charge. Okay? Any problems? Great. 00:01:48.651 --> 00:01:51.141 Yeah, I had a problem with it. A big problem. 00:01:51.142 --> 00:01:55.083 Amy's nice. I like her. But she's only been there for five months. 00:01:55.084 --> 00:01:57.002 She's never managed anybody. 00:01:57.027 --> 00:01:59.027 I used to run my own business before I took this job. 00:01:59.050 --> 00:02:00.628 I had sixteen people working for me. 00:02:00.628 --> 00:02:03.640 I know he didn't like it, but I've known Amy for a long time. 00:02:03.655 --> 00:02:06.770 She's got a lot of potential. She just needs some opportunity. 00:02:06.771 --> 00:02:09.615 Besides that, Tim... well, he does a great job. 00:02:09.647 --> 00:02:12.703 But he's a player - if you know what I mean. 00:02:13.071 --> 00:02:16.320 One of the most important things you have to remember as a manager 00:02:16.330 --> 00:02:18.958 is that every decision you make involving your employees 00:02:18.959 --> 00:02:21.638 has to be based on job-related information. 00:02:22.234 --> 00:02:24.825 Since the Civil Rights Act in 1964, 00:02:24.826 --> 00:02:28.830 all employment decisions have to be based on objective criteria 00:02:28.830 --> 00:02:32.185 that's directly related to doing the work that needs to get done, 00:02:32.186 --> 00:02:36.060 without regard to things like age, race, religion, or gender. 00:02:36.679 --> 00:02:39.398 Thank you, uh huh. 00:02:39.398 --> 00:02:41.220 If you don't do that - for example, 00:02:41.220 --> 00:02:43.657 if you give somebody an opportunity based on friendship, 00:02:43.715 --> 00:02:47.581 instead of qualifications - even if the result’s a good job 00:02:47.582 --> 00:02:51.231 you run the risk of an employment discrimination lawsuit. 00:02:51.232 --> 00:02:55.115 Over the years, the equal employment opportunity commission and the courts 00:02:55.115 --> 00:02:58.061 have defined three types of employment discrimination: 00:02:58.437 --> 00:03:03.426 Disparate treatment, disparate impact, and retaliation. 00:03:03.427 --> 00:03:05.856 All of these forms of discrimination 00:03:05.857 --> 00:03:08.685 are based on the notion of fairness in the workplace. 00:03:08.686 --> 00:03:11.480 They're the result of an employee being treated differently 00:03:11.481 --> 00:03:15.223 from other employees based on things like gender, 00:03:15.224 --> 00:03:19.477 religion, race and so forth; and they're all illegal. 00:03:19.478 --> 00:03:22.350 And when you think about it, that makes sense. 00:03:22.505 --> 00:03:24.884 One of the most important jobs of a manager 00:03:24.885 --> 00:03:27.440 is to make sure you treat everyone fairly 00:03:27.441 --> 00:03:29.088 not just because it's the law. 00:03:29.088 --> 00:03:31.030 But also because, in my experience, 00:03:31.031 --> 00:03:34.286 it's the best way to retain good, productive people.