就業(yè)性別歧視外文文獻(xiàn)翻譯--平等就業(yè)的法律框架

1、<p><b>　　中文3544字</b></p><p><b>　　（本科畢業(yè)論文）</b></p><p><b>　　外文文獻(xiàn)及譯文</b></p><p>　　文獻(xiàn)、資料題目：Legal Framework for Equal Employment</p><p

2、>　　(Human Resource Management Chapter4) </p><p><b>　　外文文獻(xiàn)：</b></p><p>　　Legal Framework for Equal Employment</p><p>　　Laws on Sex/Gender Discrimination</p><

3、;p>　　A number of laws and regulation address discrimination on the bases of sex/gender .Historically, women experienced employment discrimination in a variety of ways. The inclusion of sex as a basis f

4、or protected-class status in Title VII of the 1964 Civil Rights Act has led to various areas of protection for women.</p><p>　　Pregnancy Discrimination The Pregnancy Discrimination Act (PDA) of 1978 requires

5、 that any employer with 15or more employees treat maternity leave the same as other personal or medical leaves. Closely related to the PDA is the Family and Medical Leave Act (FMLA) of 1993, which requires to the PDA is

6、the Family and Medical Leave of family leave without pay and also requires that those taking family leave be allowed to return to jobs (see Chapter 14 for details). The FMLA applies to both men and wo</p><p>

7、;　　In court cases it generally has been ruled that the PDA requires employers to treat pregnant employees the same as no pregnant employees with similar abilities or inabilities. Therefore, an employer was ruled to have

8、acted properly when terminating a pregnant employee for excessive absenteeism due to pregnancy-related illnesses because the employee was not treated differently than other employee with absenteeism problem. However, in

9、another case, a dental employee who was fired five days after s</p><p>　　Two other areas somewhat related to pregnancy and motherhood also have been subjects of legal and regulatory action. The U.S. Equal Em

10、ployment Commission has ruled that denial of health insurance coverage for prescription contraceptives under employer-provided health plans violates the PDA. A result of this ruling is that employers who have changed the

11、ir health insurance plans to offer contraceptive coverage may face increases in benefit costs.</p><p>　　A number of states have passed laws that guarantee breast-feeding rights at work for new mothers. Altho

12、ugh attempts have been to enact such legislation at the federal level, that legislation has not been enacted yet.</p><p>　　Equal Pay and Pay Equity The Equal Pay Act of 1963 requires employers to pay similar

13、</p><p>　　wage rates for similar work without regard to gender. A common core of tasks must be similar, but tasks performed only intermittently or infrequently do not make jobs different enough to justify si

14、gnificantly different wages. Differences in pay may be allowed because of: (1) differences in seniority, (2) differences in performance, (3) differences in quality and/or quantity of production, and (4) factors other tha

15、n sex, such as skill, effort, and working conditions. For example, a university was</p><p>　　Another pay-related theory is pay equity, which is that the pay for jobs requiring comparable levels of knowledge,

16、 skill, and ability should be similar, even if actual duties differ significantly. This theory has also been called comparable worth in earlier cases. But except where state laws have mandated pay equity for public-secto

17、r employees, U.S. federal courts generally have ruled that the existence of pay differences between jobs held by women and jobs held by men is not sufficient to prove</p><p>　　A major reason for the developm

18、ent of the pay equity idea is the continuing gap between the earning of women and men. For instance, in 1980, the average annual pay of full-time women workers was 60% of full-time men workers. By 2001, the reported rate

19、 of 72% showed some progress. More in-depth data and research studies have shown that when education and experience differences of men and women are considered, women earn about 90% of what comparable men workers earn. A

20、nother interesting reason for</p><p>　　Sexual Harassment Regulations and Cases The Equal Employment Opportunity Commission (EEOC) has issued guidelines designed to curtail sexual harassment. Sexual harassmen

21、t refers to actions that are sexually directed, ate a hostile work environment. Sexual harassment conditions or creates a hostile work environment. Sexual harassment can occur between a boss and a subordinate, among co-w

22、orkers, and when non-employees have business contacts with employees.</p><p>　　According to EEOC statistics, more than 90% of sexual harassment charges filed involve harassment of women by men. However, some

23、 sexual harassment cases have been filed by men</p><p>　　against women managers and supervisors, and for sexual harassment complaints is contained in Chapter 5.</p><p>　　Figure 4-4 Major Section

24、 of the Americans with Disabilities Act</p><p>　　Americans with Disabilities Act (ADA)</p><p>　　The passage of the Americans with Disabilities Act (ADA) in 1990 expanded the scope and impact of

25、laws and regulations on discrimination against individuals with disabilities. The ADA affects more than just employment matters, as Figure 4-4 shows. All employers with 15or more employees are covered by the provision of

26、 the ADA, which are enforced by the EEOC, and it applies to private employers, employment agencies, and labor unions. A U.S. Supreme Court decision ruled that state government employ</p><p>　　Who is Disabled

27、? As defined by the ADA, a disabled person is someone who has a physical or mental impairment that substantially limits that person in some major life activities, who has a</p><p>　　record of such an impairm

28、ent, or who is regarded as having such an impairment. In spite of the EEOC guidelines, some confusion still remains as to who is disabled. Court decisions have found individuals who have high blood pressure, epilepsy, al

29、lergies, obesity, and color blindness to be disabled. For example, another high-profile U.S. Supreme Court case involving professional golfer Casey Martin resulted in his legs, must be allowed to ride a golf cart while c

30、ompeting in PGA tournaments. Some g</p><p>　　glasses to correct their nearsightedness, but their uncorrected vision was too low to meet United’s</p><p>　　requirements for pilots. The Supreme Cou

31、rt ruled in favor of United Airlines when it stated that the means used to mitigate an individual’s physical or mental impairments, such as corrective eyeglasses or controlling medications, must be considered when determ

32、ining if someone is disabled as defined by the ADA.</p><p>　　Mental Disabilities A growing area of concern under the ADA is individuals with mental disabilities. A mental illness is often more difficult to d

33、iagnose than a physical disability. Employers must be careful when considering ―emotional‖ or ―mental health‖ factor when making employment-related decisions. However, employers must not stereotype individuals with menta

34、l disabilities, but base their evaluation on sound medical information.</p><p>　　Life-Threatening Illnesses In recent years, the types of disabilities covered by various local, state, and federal acts pr

35、ohibiting discrimination have been expanded. The most feared contagious disease is acquired immunodeficiency syndrome (AIDS). A U.S. Supreme Court decision ruled that individuals infected with human immunodefi

36、ciency virus (HIV), not just those with AIDS, have a disability covered by the ADA.</p><p>　　ADA and Job Requirements The ADA contains a number of specific requirements that deal with employment of individua

37、ls with disabilities. The major ones are discussed next.</p><p>　　Discrimination is prohibited against individuals with disabilities who can perform essential job functions—the fundamental job duties of the

38、employment position that an individual wit h a disability holds or desires. These functions do not include marginal functions of the position. For persons with disabilities, employers must make a reasonable accommodation

39、, which is a modification or adjustment to a job or work environment opportunity. EEOC guidelines encourage an appropriate reasonable a</p><p>　　making that judgment.</p><p>　　Reasonable acc

40、ommodation is restricted to actions that do not place an ―undue hardship‖ on an employer. An undue hardship is significant differently or expense imposed on an employer in making an accommodation for individuals with dis

41、abilities. The ADA offers only general guidelines in determining when an accommodation becomes unreasonable and places undue hardship on an employer. However, most accommodation expenditures by employers have been relati

42、vely inexpensive. More information on reasonab</p><p>　　ADA Restrictions and Medical Information The ADA contains restrictions on obtaining and relating medically related information on applicants and employ

43、ees. One restriction is that the ADA prohibits employers from rejecting an individual because of a disability and from asking job applicants any questions relative to current history until a conditional job offer is made

44、. The HR Practice on the next page medical discusses how employment medical exams, except for drug tests, until a job has been co</p><p>　　An additional requirement of the ADA is that all medically related i

45、nformation be maintained in files separated from the general personnel files. The medical files must have security and access procedures identified.</p><p>　　Age Discrimination in Employment Act (ADEA)</p

46、><p>　　The Age Discrimination in Employment Act (ADEA) of1967, amended in 1978, and 1986, prohibits discrimination in compensation terms, conditions or privileges of employment against all individuals age 40 or

47、 older working for employers having 20 or more workers. However, the</p><p>　　U.S. Supreme Court has ruled that state employees may not sue state government employers in federal courts because the ADEA is a

48、federal law.</p><p>　　The act does not apply if age a job–related occupational qualification and prohibitions against age discrimination do not apply when an individual is disciplined or discharged for good

49、cause ,such as poor job performance. But targeting older workers for replacement is illegal. One case involving a Florida supermarket found age discrimination because a district manager fired or demoted five older manage

50、rs and replaced them with younger, less experienced individuals. The district manager even had </p><p>　　Immigration Reform and Control Acts (IRCA)</p><p>　　Race is often a factor in discriminat

51、ion on the basis of national origin. The Immigration Reform and Control Acts (IRCA) and later revisions passed made it illegal for an employer to discriminate in recruiting, hiring, disciplining, or terminating employees

52、 based on an individual’s national origin or citizenship. In addition, the IRCA requires that employers who knowingly hire illegal aliens be penalized. Employers must ask for proof of identity, such as a driver’s license

53、 with a picture, Social</p><p>　　Recent revisions to the IRCA changed some of the restrictions on the entry of immigrants to work in U.S. organizations, particularly those organizations with high-technolo

54、gy and other</p><p>　　―scarce skill‖ areas. The number of immigrants allowed legal entry was increased, and categories for entry visas were revised.</p><p><b>　　中文譯文：</b></p>

55、<p><b>　　平等就業(yè)的法律框架</b></p><p>　　性/性別歧視方面的法律 一系列法規(guī)設(shè)計(jì)性/性別歧視。一直以來，婦女承受了各種各樣的就業(yè)歧視。1964 年</p><p>　　《公民權(quán)利法案》第七章把“性”作為界定受保護(hù)群體身份的一項(xiàng)基礎(chǔ)，從而引申出許多 保護(hù)婦女權(quán)益的領(lǐng)域。</p><p><b>　　

56、懷孕歧視</b></p><p>　　1978 年《反歧視懷孕法案》（PDA）要求雇用 15 人以上的雇主把生育假期放在與其他 個(gè)人假期或醫(yī)療假期同等重要的地位。1993 年《家庭與醫(yī)療休假法案》（FMLA）與《反歧 視懷孕法案》緊密相關(guān)?！都彝ヅc醫(yī)療休假法案》要求雇主給員工 12 周無薪家庭假期，并 允許休家庭假期的員工休假后回到他們的工作崗位?！都彝ヅc醫(yī)療休假法案》適用于男性， 也適用于女性。&l

57、t;/p><p>　　從現(xiàn)有案例來看，法庭一般裁定，《反歧視懷孕法案》要求雇主平等對(duì)待懷孕員工與工 作能力類似的其他員工。例如，有一位員工因懷孕不適而經(jīng)常性缺勤，結(jié)果被雇主解雇了。 法庭判該雇主措施得當(dāng)，因?yàn)楣椭鲗?duì)待該員工與對(duì)待其他員工缺勤的做法是相同的。然而， 在另外一個(gè)案例中，一位牙科員工告訴她的上司她懷孕了，結(jié)果五天后她就被解雇了。法 庭判決企業(yè)違反了《反歧視懷孕法案》，賠付 18460 美元。</p&g

58、t;<p>　　另外兩個(gè)與懷孕和生育相關(guān)的領(lǐng)域也受到法規(guī)的管束。美國(guó)平等就業(yè)機(jī)會(huì)委員會(huì)規(guī)定， 雇主拒絕把避孕用品處方納入其向員工提供健康計(jì)劃保險(xiǎn)中是違法《反歧視懷孕法案》的。 這一裁決導(dǎo)致的一個(gè)結(jié)果是，如果企業(yè)更改健康保險(xiǎn)計(jì)劃，為員工提供避孕品，那意味著 企業(yè)將要承擔(dān)更多的福利成本。美國(guó)多個(gè)州已經(jīng)通過法令，保證新媽媽們?cè)诠ぷ髌陂g喂奶 的權(quán)利，但聯(lián)邦會(huì)議尚未通過這樣的法令。</p><p><b

59、>　　同酬和薪酬平等</b></p><p>　　1963 年《同酬法案》要求雇主不考慮性別因素，做到同工同酬。同工是指工作中共同 的核心任務(wù)相似，工作中一些偶爾為之的任務(wù)不足以成為企業(yè)支付不同工資率的理由。在 以下情況下，雇主可以向承擔(dān)相似工作的員工支付不同的工資：（1）員工的資歷不同；（2） 員工的業(yè)績(jī)不同；（3）生產(chǎn)的產(chǎn)量或質(zhì)量不一樣；（4）技能、努力程度、工作環(huán)境等除性 別外的因素。比如

60、說，一所大學(xué)付給女教授的基本工資低于付給相同職責(zé)的南教授的工資， 該大學(xué)就違反了《同酬法案》。法庭發(fā)現(xiàn)，事實(shí)上，這名女教授比一些男教員的授課量更大，</p><p><b>　　學(xué)生更多。</b></p><p>　　另一個(gè)薪酬理論是薪酬平等，指即使工作職責(zé)顯著不同，只要工作需要的知識(shí)、技巧 和能力類似，薪酬就應(yīng)具有可比性。以前的案例把這一理論稱為同值同酬。但一些州修

61、改 了對(duì)事業(yè)機(jī)關(guān)員工的薪酬平等條款，因而它們不適用薪酬平等理論。美國(guó)聯(lián)邦法院一般裁 定女性員工的工作崗位與男性員工工作崗位之間的工資差別不足以證明存在歧視。</p><p>　　提倡薪酬平等的主要原因是男性與女性之間長(zhǎng)期以來存在收入差距。1980 年全職女性 員工的年均收入只有全職男性員工的 60%，到 2001 年這一比例提高到了 72%，取得了一定 的進(jìn)步。此外，一些研究人員考慮到教育程度和工作經(jīng)驗(yàn)帶來的影響

62、，他們的研究結(jié)果表 明，女性收入是可比較的男性收入的 90%。人力資源視角將探討導(dǎo)致收入差別的其他原因， 包括工作流動(dòng)性和跳槽。</p><p>　　性騷擾方面的法規(guī)和案例 平等就業(yè)機(jī)會(huì)委員會(huì)對(duì)減少性騷擾做出了指導(dǎo)意見。性騷擾是指是不受歡迎的與性相</p><p>　　關(guān)的行為，該行為會(huì)使員工陷于不利的雇用環(huán)境或?qū)е聰硨?duì)的工作環(huán)境。性騷擾可能發(fā)生 在上司和下屬之間、同事之間，也可能發(fā)生在員

63、工和與其有業(yè)務(wù)聯(lián)系的企業(yè)外部人士之間。</p><p>　　根據(jù)平等就業(yè)機(jī)會(huì)委員會(huì)的統(tǒng)計(jì)，90%以上的性騷擾指控是男性對(duì)女性的騷擾。也有一 些性騷擾案例是同性之間的性騷擾，或男性指控女上司或女主管性騷擾。第 5 章將對(duì)性騷 擾的預(yù)防和調(diào)查做出進(jìn)一步的談?wù)摗?lt;/p><p><b>　　《美國(guó)殘疾人法案》</b></p><p>　　1990 年

64、《美國(guó)殘疾人法案》（ADA）擴(kuò)展了法律和規(guī)章制度對(duì)于歧視殘疾人的管轄范疇 和力度。</p><p>　　圖表 4-4《美國(guó)殘疾人法案》主要章節(jié)內(nèi)容</p><p>　　如圖表 4-4 所示，《美國(guó)殘疾人法案》不僅僅影響雇用事務(wù)。平等就業(yè)機(jī)會(huì)委員會(huì)負(fù)責(zé)</p><p>　　執(zhí)行《美國(guó)殘疾人法案》，管轄所有擁有 15 人或 15 人以上的雇主，包括私營(yíng)企業(yè)、人才中 心、

65、工會(huì)等。美國(guó)最高法院曾裁決州政府的員工不適用于《美國(guó)殘疾人法案》，這就是說， 這些員工不能向聯(lián)邦法院申請(qǐng)救濟(jì)和賠償金，但他們?nèi)钥梢愿鶕?jù)州法律在州法院提起訴訟。</p><p>　　誰(shuí)是殘疾人 根據(jù)《美國(guó)殘疾人法案》的定義，殘疾人是指：（1）身體或智力有缺陷的人，這些缺</p><p>　　陷在實(shí)質(zhì)上限制他們從事某些主要的活動(dòng)；（2）有過這種缺陷記錄的人；（3）被認(rèn)為有著 這種缺陷的人。雖然

66、有平等就業(yè)機(jī)會(huì)委員會(huì)的指導(dǎo)意見，人們?cè)诰唧w操作上對(duì)殘疾人的定 義還是有一些混淆。法庭裁定患有高血壓、癲癇癥、過敏、肥胖癥或色盲的人士都是殘疾 人。在職業(yè)高爾夫球手凱西·馬丁的案件中，因?yàn)轳R丁患有周期性的腿疾，美國(guó)最高法院 判決他參加 PGA 聯(lián)賽時(shí)可以乘坐高爾夫球車。此外，在聯(lián)合航空公司的案件中，美國(guó)最高 法院對(duì)殘疾狀況也提出了一些指導(dǎo)意見。兩名飛行員聲稱自己是殘疾人士，他們需要配戴 眼鏡糾正視力，其裸視視力達(dá)不到公司飛行員的

67、要求。最高法院裁定有利于聯(lián)合航空公司。 判斷一個(gè)人是否符合《美國(guó)殘疾人法案》定義的殘疾人，必須考慮到配戴眼鏡、采用控制 性藥物治療等可以減輕身體或智力缺陷的方法。</p><p><b>　　智力缺陷</b></p><p>　　《美國(guó)殘疾人法案》中越來越受重視的一個(gè)領(lǐng)域是智力殘疾人士。智力疾病往往比身 體殘疾更難診斷。企業(yè)在做人事決策的時(shí)候一定要小心考慮“情感“或“

68、智力健康”因素。 但是，企業(yè)不要刻板地看待智力殘疾人士，評(píng)價(jià)要基于確實(shí)的醫(yī)療信息。</p><p>　　威脅生命的疾病 今年來，地方、州和聯(lián)邦政府?dāng)U展了禁止歧視殘疾人的殘疾類型。最嚇人的傳染病是</p><p>　　艾滋病。最高法庭的裁定如下：不一定是艾滋病患者，人類免疫缺陷病毒（HIV）攜帶者也 符合《美國(guó)殘疾人法案》定義的殘疾人。</p><p>　　《美國(guó)殘疾

69、人法案》和工作要求</p><p>　　《美國(guó)殘疾人法案》對(duì)殘疾人的就業(yè)有一系列具體要求。下面介紹主要的要求。 禁止歧視可以承擔(dān)基本工作職能的殘疾人?；竟ぷ髀毮苤笟埣踩苏趶氖禄蚩释麖?lt;/p><p>　　事的工作崗位的基本職責(zé)。這些職能不包括工作崗位的擴(kuò)展職能。企業(yè)必須做出合理調(diào)整， 以便殘疾人士能勝任工作。合理調(diào)整至雇主對(duì)工作本身或工作環(huán)境進(jìn)行修改和調(diào)整，使合 格的殘疾員工能夠獲得平

70、等的就業(yè)機(jī)會(huì)。平等就業(yè)機(jī)會(huì)委員會(huì)的指導(dǎo)意見鼓勵(lì)企業(yè)和個(gè)人 互動(dòng)，共同確定合理調(diào)整的合適做法，而不是雇主獨(dú)自做出判斷。</p><p>　　合理調(diào)整被限定在不會(huì)給企業(yè)帶來不恰當(dāng)?shù)睦щy的范圍內(nèi)。不恰當(dāng)?shù)睦щy是企業(yè)遷就</p><p>　　殘疾人士而給企業(yè)帶來的重大的困難或高昂的費(fèi)用?！睹绹?guó)殘疾人法案》對(duì)于判斷是否不合 理，是否給企業(yè)帶來不恰當(dāng)?shù)睦щy，只給出了概括性的指導(dǎo)意見。不過，企業(yè)大部分調(diào)

71、整 費(fèi)用已經(jīng)越來越低了。第 5 章將繼續(xù)討論合理調(diào)整的問題。</p><p>　　《美國(guó)殘疾人法案》限制和體驗(yàn)信息</p><p>　　《美國(guó)殘疾人法案》對(duì)收集和保留求職者和員工的體檢信息有限制。《美國(guó)殘疾人法案》 禁止雇主因求職者殘疾而拒絕其應(yīng)聘，也禁止在向殘疾求職者提供工作計(jì)劃之前，向求職 者詢問現(xiàn)在或過去的醫(yī)療經(jīng)歷。</p><p>　　下文中的“人力資源實(shí)踐

72、”專欄討論了雇主為遵守《美國(guó)殘疾人法案》的限制，應(yīng)如 何處理求職申請(qǐng)和如何提出面試問題。除非是為了毒品檢測(cè)，《美國(guó)殘疾人法案》也禁止采 用就業(yè)前的體驗(yàn)信息。</p><p>　　此外，《美國(guó)殘疾人法案》要求雇主必須把所有的醫(yī)療信息與總?cè)耸聶n案分開保存。醫(yī) 療檔案必須有安全措施和限制瀏覽的程序。</p><p>　　《就業(yè)年齡歧視法案》</p><p>　　1967

73、年《就業(yè)年齡歧視法案》（ADEA），在 1978 年和 1986 年分別進(jìn)行了兩次修訂。該</p><p>　　法令禁止擁有 20 名或以上員工的企業(yè)在收入、工作環(huán)境或優(yōu)先聘用等方面歧視 40 歲及 40 歲以上的人士。然而，美國(guó)最高法院裁定，因?yàn)椤毒蜆I(yè)年齡歧視法案》是聯(lián)邦法律，州員 工不可以向聯(lián)邦法庭起訴州政府雇主。</p><p>　　如果年齡是工作相關(guān)的職業(yè)資格，該法案就是不適用。如

74、果雇主有正當(dāng)理由懲罰或解 雇員工，如員工業(yè)績(jī)不佳，禁止年齡歧視的條款也不適用。但如果雇主把年紀(jì)較大的員工 作為替代目標(biāo)，則是非法的。佛羅里達(dá)州有一宗關(guān)于年齡歧視的案例。一家超市的區(qū)域經(jīng) 理解雇和降級(jí)了五位年紀(jì)較大的經(jīng)理，把職位讓給較年輕、經(jīng)驗(yàn)較少的員工。區(qū)域經(jīng)理甚 至說他喜歡讓“年輕又有闖勁的員工晉升為店鋪經(jīng)理”。</p><p>　　《移民改革與管制法案》 種族往往是基于來源國(guó)的歧視的緣由?！兑泼窀母锱c管制法案

75、》（IRCA）和其后的修訂</p><p>　　版規(guī)定，企業(yè)在招聘、雇用、懲罰和終止合同時(shí)歧視員工來源國(guó)或公民權(quán)是非法的。此外， 如果企業(yè)知法犯法，非法雇用外國(guó)人也是會(huì)受到懲罰。企業(yè)必須查看申請(qǐng)者身份，如有照 片的駕駛證、社會(huì)福利卡、出生證明、移民許可證或其他文件。最近修改的《移民改革與 管制法案》對(duì)于限制移民到美國(guó)企業(yè)工作做了一些修改，特別是對(duì)高科技企業(yè)和其他急缺 的技術(shù)領(lǐng)域人才。合法移民數(shù)量提升、入境簽證的種