Article Abstract:
The US Dept of Labor was given the task of supporting the Glass Ceiling Commission which was established on Nov 21, 1991 to investigate the factors restricting qualified women and minorities from middle- and senior-level management positions in the workplace. However, prior to the creation of this Commission, the Labor Dept had already begun efforts tolook into glass ceiling issues. These efforts, together with research from other organizations, showed that despite more opportunities to join the workforce, women and minorities were still not major contenders for executive positions. This was attributed to findings that most women and minorities were in staff positions and were not given chances to further their careers. In Jan 1994, the Glass Ceiling Commission is set to come out with a report that will establish the policies and practices that will eliminate glass ceilings in the workplace.
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Article Abstract:
A increasing number of companies are avoiding costly litigation by entering into pre-arranged agreements to resolve workplace disputes. Aside from avoiding lawsuits, the practice of alternative dispute resolution (ADR) aims to contain disagreements within the organization and to establish a mechanism for the fair and equitable resolution of these disputes. Instituting such a mechanism offers employers numerous benefits. Among these are opportunities to gain first-hand knowledge of the disputes, to deal with these problem without the intervention of outsiders, and to control costs. The rationale behind ADR has judicial endorsement. The Civil Rights Act of 1991 and the Americans with Disabilities Act have provisions for pre-arranged agreements, while the Equal Employment Opportunity Commission is seriously considering them.
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Article Abstract:
The passage into law of the Civil Rights Act of 1991 (CRA '91) provides sexual harassment victims with greater protection and better legal options. Aside from providing a comprehensive definition of sexual harassment, CRA '91 also offers victims the chance of having their cases decided on by a jury. Employers are encouraged to establish better sexual harassment prevention policies and to provide their employees with appropriate channels for addressing complaints in order to minimize the risk of liability. The Equal Employment Opportunity Commission's 1990 Policy Guidance on Sexual Harassment serves as the basis on which employers can design their anti-harassment policies.
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