The Value of Fair Treatment in the Workplace. Law Research Paper

The Value of Fair Treatment in the Workplace
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The Value of Fair Treatment in the Workplace
Given that an organization consists of employees from diverse backgrounds, the US government has since enacted laws to protect its citizens from all forms of discrimination. The laws enacted include but are not limited to the Civil Rights Act, the Age Discrimination in Employment Act, the Equal Pay Act, the Family and Medical Leave Act, the Immigration Reform and Control Act. The paper discusses three laws: The Age Discrimination Act, the Americans with a disability, and the Fair Labor Standards Act.
According to the Age Discrimination Act, only employees 40 years and above are protected against discrimination. The United States Supreme Court emphasized that the Age Discrimination Act largely protects the older, but it does not necessarily favor them. It involves treating an employee or even an applicant in an undignified manner based on his/her age. An employer is deemed to have violated this law if the said employer provides lower benefits to a worker aged above 40 years. In such a case, the employer should provide a legal justification for the act.
According to this law, it is legally unacceptable for the employer to impose a mandatory retirement age. However, the employer can offer some packages which are associated with early retirement. The said benefits should be in tandem with the benefits offered to the young generation if they decide to take early retirement (Lieberwitz, 2017). The law, therefore, strongly discourages age discrimination about hiring, firing, job promotion, layoffs, and benefits, among others.
Americans with Disability Act is another that was enacted to protect people with disabilities. According to this, any individual attached to the public or private sector is not supposed to be subjected to any form of discrimination. The disabled are supposed to be accorded fair treatment about hiring, job promotion, job applications, and benefits. Therefore, a disabled person should only be denied a job if the said individual is not in a position to execute his/her professional mandate (Lieberwitz, 2017). However, it should be noted that this law may not protect an individual who is disabled but is under medication or some corrective devices.
It is the employer’s sole responsibility to create a conducive work environment that can accommodate people with disabilities. If the disabled person cannot effectively perform some task, the employer should reassign the said individual some other responsibilities that he/she can perform well (Lieberwitz, 2017). American Disability Act (ADA) largely associates disability with a physical or mental impairment that prevents one from engaging in so-called life activities like walking and hearing. The Supreme Court, on the other hand, defines that somehow contradicts that of the ADA since it claims that an individual who is disabled must prove that he/she cannot engage in some other jobs apart from his/her speciality.
The Fair Labor Standards Act (FLSA) is a law that was recently enacted in the United States. It is a law that spells out the labor-related issues like minimum wage, overtime pay, youth employment issues, and matters to do with record keeping. According to this law, the minimum wage of any individual employed by the state or federal government is supposed to be $7.25. The law further states that any employee who works for more than 40 hours per week is entitled to overtime pay (Dale & Becker, 2012). The FLSA further stipulates that employees who work on weekends and holidays are not entitled to overpay. According to the law, the hours that someone works for are equivalent to the number of hours set by an organization.
EAW
Employment-At-Will is a doctrine that spells the relationship between an employer and an employee but provides no definite terms and conditions for the contract’s termination. In other words, the employer is at will to make any decision that can affect the employee without necessary consulting him/her (Dale & Becker, 2012). Given that there are no defined terms that govern this type of relationship, either part...