Employment Discrimination and Security Regulations

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Employment Discrimination and Security Regulations

There are many forms of employment prejudice. Race and color discrimination occurs when a person is denied an equal job opportunity because they are of a certain race or possess personal traits related to a specific race, such as hair texture and facial features (Reskin, 2018). Discrimination based on color is denying someone equal job opportunities because of their skin color or complexion. Discrimination based on race or color might take the form of refusing to recruit, firing, refusing to promote, bullying, or discriminating against a person based on any other term, condition, or benefit of employment.

Discrimination based on national origin is limiting equal job opportunities to someone because they are from a foreign nation or area of the world, or because of ethnicity or accent. Sex discrimination, on the other hand, is defined as treating someone unfairly because of their sexual orientation or gender identity or projected sexual orientation (Reskin, 2018). Discrimination based on religion is denying somebody equal job opportunities because of their honestly held religious, ethical, or moral views. Discrimination based on military status is denying any individual equal job opportunity because of that persons previous, present, or future participation, service, or duty in a uniformed service.

A well-developed affirmative action plan gives employers the benefit of bringing together applicants with diverse skill sets and experiences. Thus employers can foster a workforce with more creativity, new business procedures, and a more positive and inclusive culture (Miller, 2019). On the negative, the program will force companies to overlook candidates who are extremely competent and intelligent in favor of those who are only competent enough to fulfill affirmative action rules (Kannan et al., 2019). Furthermore, affirmative action in the workplace will focus on racial and gender concerns rather than prospective employers who are qualified of doing a good job in a position they are offering.

Security is a monetary investment. A corporation will often provide security to generate funds for its firm. Security is something like a stock. Bonds, mortgages, and loan packages are all examples of securities. Securities are a type of financial instrument used to finance or invest in a business (Park, 2017). Investors who purchase securities expect to profit from the transaction. Corporations that sell securities desire to raise capital. Securities play a vital role in business. Security rules guarantee that all parties involved in the purchasing and selling of securities are treated fairly (Hornuf & Schwienbacher, 2017). Most securities are sold publicly, but some may be sold privately to a small number of investors.

The acquisition and sale of securities are governed by securities legislation. These rules make it illegal for a corporation to sell or propose to sell any security without first registering with the competent government in the state in which the company was created (Cox et al., 2021). Furthermore, these rules compel these corporations to register with the federal Securities and Exchange Commission as well as any other state where a specific stock purchaser lives. Securities facilitate the matching of individuals with money with those in need of investment capital. This makes trading simple and accessible to a large number of investors. Securities improve market efficiency. For example, the stock market allows investors to easily observe which firms are performing well and which are not. Money is quickly transferred to expanding firms. This recognizes achievement and encourages further progress.

References

Cox, J. D., Hillman, R. W., Langevoort, D. C., & Lipton, A. M. (2021). Securities Regulation: Cases and Materials [Connected EBook]. Wolters Kluwer Law & Business.

Hornuf, L., & Schwienbacher, A. (2017). Should securities regulation promote equity crowdfunding? Small Business Economics, 49(3), 579-593.

Kannan, S., Roth, A., & Ziani, J. (2019). Downstream effects of affirmative action. In Proceedings of the Conference on Fairness, Accountability, and Transparency (pp. 240-248).

Miller, C. (2019). Affirmative action and its persistent effects: A new perspective. California Management Review, 61(3), 19-33.

Park, J. J. (2017). Reassessing the Distinction Between Corporate and Securities Law. UCLA L. Rev., 64, 116.

Reskin, B. F. (2018). Rethinking employment discrimination and its remedies. In Social Stratification (pp. 849-858). Routledge.

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