Mgt 434 - Affirmative Action Paper

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Consequences for Employers Who Don’t Meet the Affirmative Action Plan Goals

Companies that have contracts with government entities must follow affirmative action plans. Ensuring all employees are treated equally. If they fail to perform these operations, the companies must face consequences for discriminating an employee based on race, color, gender, or sexual preference, while holding a government contract. "The secretary of labor or the appropriate contracting agency can impose on the employer some penalties for noncompliance" (Bennett-Alexander & Hartman, 2014, p. 230). The secretary of labor can suggest the U.S. Equal Employment Opportunity Commission or The Department of Justice legal proceedings, or the attorney general to enforce executive order 11246. Publicize the organization unlawful practices with all unions as the reference. They can also cancel all discriminative portions of an employee contract. Ensure that a noncompliance contractor is no longer in business with any government agency.

Conclusion

In conclusion, affirmative action is a touchy subject that can be misunderstood when misinformed. Many think that affirmative action was created for African Americans to have favoritism, but in all reality, it was ruled to protect everyone from discrimination based on race, gender, color, and sexual preference. Affirmative action plans are created to protect individual employees by guiding employers in performing a fair hiring process, as well as employee advancement based on qualifications only. Private sector companies do not have to follow an affirmative action plan, yet some businesses comply with these guides to ensure equal opportunity employment. Government organizations are required to follow executive order 11246 in all business employee relation practices. If the company fails to do so, the consequences can range from informing unions of the unlawful practices, or the organization may even face legal proceedings for their actions. Affirmative action protects many individuals from discrimination and serves as the guide for agencies to follow in good practices.

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References

Bennett-Alexander, D., & Hartman, L. (2014). Employment law for business (7th ed.). Boston, MA: McGraw-Hill Irwin.

Civil Rights: Affirmative Action. (n.d.). Retrieved from http://www.civilrights.org/resources/civilrights101/affirmaction.html