PROFESSOR LINDA HOFFMAN
JANUARY 30, 2011
I think that professionals who enter into the world of human resources quickly believe that they will succeed in their new found field simply because they have a knack for relating with people from all walks of life. While having "good people skills" is certainly a positive attribute for working in the human resources field, being in tune with the ever-changing policies and procedures that successfully make a team or company function, is just as important as being the boss that everyone loves. Managing your rules and guidelines works hand in hand with managing "your employees." Having the ability to create synergy on your team, to drive productivity and provide opportunities for employee growth while developing policies and procedures that apply to all are just a few of the trademarks that make a great manager.
Others enter the human resource field by choice. They are the "people" people who want to work in the actual Human Resources department of a company to become "the people that staff and operate an organization as contrasted with the financial and material resources of an organization. The organizational function that deals with the people," whether its entering the world of human resources by choice or by being thrown in because of your professional successes, the basic principles remain the same: you not only want to get the job done, but also you want to get it done with good people who work collectively and cooperatively toward a common goal successfully. Hiring the right people, training them, affording them opportunities for growth, all while setting parameters and guidelines, is the key to taking a human resource management class. I want to speak on the EEOC. The U.S. Equal Employment Opportunity Commission (EEOC) is an independent federal law enforcement agency that enforces laws against workplace discrimination. The EEOC investigates discrimination complaints based on an individual's race, color, national origin, religion, sex, sexual orientation, age, disability and retaliation for reporting and/or opposing a discriminatory practice. It is empowered to file discrimination suits against employers on behalf of alleged victims and to adjudicate claims of discrimination brought against federal agencies. The EEOC was established on July 2, 1965; its mandate is specified under Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967 (ADEA), the Rehabilitation Act of 1973, the Americans with Disabilities Act (ADA) of 1990, and the ADA Amendments Act of 2008. Title VII created the Equal Employment Opportunity Commission (EE0C) to implement an equal opportunity policy by working with local agencies, paying the expenses of witnesses before the Commission, affording persons subject to Title VII technical assistance to further compliance, helping to conciliate employers and labor organizations with employees or members refusing to cooperate, making technical studies, and intervening in civil actions on the part of an aggrieved party. The Commission is composed of five members, appointed by the President and approved by the Senate. They serve for five-year terms. No more than three of the five may belong to the same political party.
The term "affirmative action" originated in the United States, and first appeared in President John F Kennedy’s Executive Order 10925. The term was used to refer to measures to achieve non-discrimination. In 1965, President Lyndon Johnson issued Executive Order 11246 which required federal contractors to take "affirmative action" to hire without regard to race, religion and national origin. In 1968, gender was added to the anti-discrimination list. Once you file a job discrimination complaint with the EEOC, they will send you a charge number. This number allows you to track the progress of your complaint while it is being processed at