As the head of the Human Resources unit, I am tasked with developing reforms to resolve the diversified essence of our staff members and guarantee their security in the work environment. I reside in California, where Amazon will be opening new branches. We hire a large and varied group of people, many of whom will be of distinct racial groups and cultural backgrounds, have physical disorders, be pregnant, or be over the age of 50. I’ll be evaluating three distinct lawful provisions that could be utilized as I implement new worker initiatives to ensure their worth and safety at Amazon. Statutes from the Equal Occupational Opportunities Act, such as the Pregnancy Discrimination Act, Age Discrimination Act, and Americans with Disabilities Act, will be included in these notions.
The Pregnancy Discrimination Act (PDA) makes it illegal for a company with 15 or more staff members to discriminate against a pregnant worker in hiring, firing, reimbursement, career progression, promotions, mentoring programs, and benefits such as vacation and medical coverage (Pregnancy discrimination in employment, 2021). In this organization, the manager, for instance, won’t prevent a pregnant woman from attending a convention out of ostensible concern for her wellbeing. This Act also prevents pregnant women from being denied a promotion because the supervisor believes she will be less dedicated to her position (Eaton, 2019). Because of alleged issues, the manager cannot momentarily designate a pregnant employee to a less desirable task. The statute does not necessitate an organization to accommodate a pregnant employee if the corporation does not provide similar accommodations to other employees with such concerns.
This Act would be enacted to provide women with a safe workplace surrounding and enact statutes to protect that Act. When a woman becomes pregnant, it is critical that all necessary provisions are made during the gestation period. When provisions or clinical leave are required, they should also be given employment security. It also states that if a woman is incapable of accomplishing or performing her job responsibilities, the organization must treat her as transiently handicapped. This statute protects any pregnant mother from being prejudiced against when searching for employment, a promotion, or when she requires to take a leave for the parturition of the child or afterward. The organization has the right to request documentary evidence from the doctor regarding their capacity to function or before they take a leave.
The Age Discrimination Act renders it illegal to discriminate based on age in job advertisements, hiring and selection procedures, choices regarding mentoring, job transfer, promotion possibilities, and workplace stipulations, conditions, and dismissal. Increased consciousness of the privilege to be free from unauthorized age prejudice pervades many aspects of public life, including our worksites, raising anticipations of equitable treatment and inclusivity. The Act establishes important safeguards as well as procedures that enable people to file a grievance about age discrimination (Neumark, 2003). It is also illegal to fight back against employees who oppose age discrimination in the workplace or who file an age prejudice charge or to indicate or participate in any way in a lawful investigation, court hearing, or lawsuits under this Act.
According to this Act, it would be unlawful to fail or refuse to employ or fire any person or stigmatize against any person in terms of his remuneration, provisions, conditions, or privileges of job opportunities due to such person’s age. Additionally, the organization would be unlawful to restrict, seclude, or categorize her staff members in any way that would deny or appear to deny any person a job chance or otherwise negatively influence his standing as a worker because of his age. The Act also prohibits the organization from decreasing any employee’s salary percentage based on their age. Lastly, according to this Act, it is illegal to persecute someone because of their age. Persecution, for instance, can encompass aggressive or disparaging comments regarding an individual’s age. Although this state does not preclude simple teasing, casual remarks, or secluded instances that are not incredibly serious, bullying is unlawful when it is so common or extreme that it generates an aggressive workplace or leads to an adverse employment judgment.
The Americans with Disabilities Act is a federal statute that precludes prejudice against people with disabilities. The primary objective of this statute is to guarantee that all staff members with disabilities are offered decent amenities in assisting disabled persons in working efficaciously and productively in order to survive at the organization and to inhibit them from experiencing undue sufferings (What is the Americans with Disabilities Act, 2018). Disabled people are not allowed to face discrimination in mass transit, general amenities, communication systems, or access to organizational initiatives and facilities. This Act makes it illegal for this company to discriminate against competent people with disabilities in work application processes, recruiting, firing, promotion, remuneration, vocational mentoring, and other workplace stipulations, conditions, and entitlements.
The organization must make satisfactory accommodations for competent candidates and staff members. A satisfactory accommodation is any change or modification to task or workplace surroundings that allows a disabled candidate or worker to engage in the application procedure or undertake crucial job operations. This statute will only cover the following workers:
- A worker who is disabled. This Act protects a worker if he or she has a physiological or psychological disorder that significantly restricts a significant life action.
- A worker who has a background of disability. An organization may not segregate against a worker because of a previous impairment (for instance, a worker who is in remission from cancer).
Conclusion
In conclusion, the Pregnancy Discrimination, Age Discrimination, and Americans with Disabilities Acts would be beneficial in Amazon since they would ensure safety equality and prohibit discrimination on the employees in the workplace. This would help individuals gain enough self-confidence when seeking jobs, engaging in specific operations, and going into public areas over time since it offers them a feeling of normalcy. Equal opportunity employers have also played a significant function in these provisions because it provides them with the same equitable opportunity as others without regard to age, disabilities, sexual identity, or other variables that could preclude them from work. It is critical for not only job positions but also public venues to recognize that individuals vary, and it is critical to be able to accommodate individuals of all types as necessary.
References
Eaton, B. L. (2019). Pregnancy Discrimination: Pregnant Women Need More Protection in the Workplace. SDL Rev., 64, 244.
Neumark, D. (2003). Age discrimination legislation in the United States. Contemporary Economic Policy, 21(3), 297-317.
Pregnancy discrimination in employment. (2021, October 15). Justia. https://www.justia.com/employment/employment-discrimination/pregnancy-discrimination/
What is the Americans with Disabilities Act (ADA)? (2018). ADA National Network | Information, Guidance and Training on the Americans with Disabilities Act. https://adata.org/learn-about-ada
Leave a Reply