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HRM-635 Topic 8 DQ 2 • Online Nursing Essays

Sample Answer for IHRM-635 Topic 8 DQ 2 ncluded After Question

Are the following initiatives still relevant today? 

Affirmative Action (AA) 

Equal Employment Opportunity (EEO) 
Ban the box 
Genetic Information Non-discrimination Act (GINA) 
Family Medical Leave Act (FMLA) 

Select two initiatives and provide an explanation and example to support your position. 

A Sample Answer For the Assignment: HRM-635 Topic 8 DQ 2

Title: HRM-635 Topic 8 DQ 2

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Affirmative action means positive steps taken to increase the representation of women and minorities in areas of employment, education, and culture from which they have been historically excluded. (Fullinwider. 2001) Although the Supreme Court struck down Affirmative Action in higher education, it still has ramifications in other areas and segments of the country. The effects of affirmative action no longer being a factor in college admissions processes won’t likely be felt for years to come and my children will have a harder time navigating the college world. Texas has already struck down Diversity, Equity and Inclusion offices in public colleges and universities because of the Supreme Courts actions and that leads me to believe that companies, schools and colleges will become less diverse and even less inclusive. The family medical leave act requires covered employers to allow eligible employees to take up to 12 weeks of leave during any 12 month period to care for a newborn, adopted or foster child to to care for a family member with a serious health condition or because of the employee’s own serious health condition. (Mayer. G, 2013) FMLA is a necessary due to the job protection benefits that it carries but the one thing that is holding FMLA back is the fact that it is not paid leave.   

Fullinwider, R. (2001). Affirmative action.  

Mayer, G. (2013). The Family Medical Leave Act (FMLA): Policy Issues. Washington, DC: Congressional Research Service.  

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Affirmative Action (AA) encompasses a series of policies and practices designed to ensure equitable access to opportunities for individuals, irrespective of their race, gender, religion, or other protected attributes. The United States Department of Education coined the term “affirmative action” in the 1960s. It remains relevant in the present era as it acts as a corrective measure for the enduring effects of historical prejudice, guaranteeing equal opportunities for all individuals to pursue their objectives. Affirmative action initiatives encompass strategies such as focused recruitment of minority groups, implementation of specialized training and mentoring programs to aid individuals with specific characteristics in accessing employment opportunities, and granting preferences in hiring and promotion based on an individual’s identity. 

  

Affirmative action has evolved throughout history and is now recognized as a method to promote social equity by actively recruiting and employing individuals from underrepresented groups in society. Furthermore, it strives to guarantee equitable access to opportunities for individuals, irrespective of their ethnicity, gender, religious beliefs, or any other legally safeguarded attributes. Empirical evidence has shown that Affirmative Action is a successful tactic for enhancing workforce diversity, and it is also a crucial element in endeavors to promote equal opportunity in the workplace. 

  

In summary, Affirmative Action remains crucial in contemporary society as it plays a pivotal role in guaranteeing equitable access to employment opportunities and promoting equal treatment of individuals in the workplace. The utilization of this instrument is crucial for promoting social justice and cultivating workforce diversity, both of which can be enhanced through its implementation. 

  

The Family and Medical Leave Act (FMLA) is a federal law that ensures qualified employees can take up to 12 weeks of unpaid leave for specific family and medical reasons. These reasons include the arrival or adoption of a child or the provision of care for a family member with a severe health condition. This leave can be utilized for a range of circumstances, such as the arrival of a newborn, the legal process of adopting a child, or the provision of care for a family member who is experiencing a severe illness. It remains pertinent in contemporary society as it safeguards employees from termination or demotion due to taking leave to care for their own family members or attend to their personal medical needs. 

  

Upon the return of eligible employees from FMLA leave, the FMLA guarantees that they will be reinstated to either their previous position or a similar role, with compensation and benefits that are equivalent to what they had prior to taking FMLA leave. Furthermore, businesses are obligated to persist in making contributions towards the health insurance premiums of employees who are on FMLA leave, as well as maintaining health insurance coverage for said employees. 

  

In summary, the Family and Medical Leave Act remains pertinent in contemporary society as it provides protection for employees against termination or demotion when they take leave to attend to familial responsibilities or address their own medical needs. It plays a crucial role in advocating for employee rights and protecting employees from unfair or unlawful treatment. 

  

  

  

Reference: 

U.S. Department of Labor. (n.d.). Family and Medical Leave (FMLA). https://www.dol.gov/general/topic/benefits-leave/fmla 

  

Dessler, G. (2020). Human Resource Management (16th ed.). Pearson/Prentice Hall. ISBN-13: 9780135172780 

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