Essay Example on the Ohio Women's Bar Association Law

Summary of OWBA

The main goal of the Ohio Women's Bar Association law is to ensure that there are diversity and inclusion in the workplace. With the cultural diversity in the society, comes diversity in the workplace and to ensure that the workplaces have amended and implemented the antidiscrimination laws, the Ohio Women's Bar Association's diversity and inclusion laws were meant to ensure that women were equally reprinted in the workplace in terms of opportunities, wage and discussion. For example, the law proposes that diversity and inclusion do not only focus on gender, disability and health such as HIV and AIDS but also covers discussion on topics such as sexual orientation and gender identity and expression. The Ohio women's bar association has often awarded sponsorship and awards to students and professionals respectively who have demonstrated extra efforts towards ensuring that workplaces are inclusive and non-discriminative.

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Statutes or laws similar to OWBA at federal and state levels

There are many laws that coincide with the OWBA. For example, the code of federal regulation such as the PART 1620-The Equal Pay Act, PART 1625-Age Discrimination in Employment Act, the ADA, and Genetic Discrimination in Employment are all laws that coincide the with OWBA as they all promote diversity and inclusion in the workplace. Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment on the basis of race, color, sex, or ethnic origin. The most cited law is the Age Discrimination unemployment Act (ADEA) which was enacted to prohibit discrimination against employees 40 years and older while the Americans with Disabilities Act (ADA) prohibits discrimination in the workplace on the basis of their physical and mental disabilities so long as they can perform any job. The pregnancy disability leave law is also among the most discussed laws in the modern American workplace that is recognized by the OWBA because OWBA just like the federal government understands that pregnancy is a fragile issue as the pregnant women undergoes modification in her torso, fatigue, sickness, and craving. Finally, the Genetic Information Nondiscrimination Act of 2008 (GINA) prohibit any form of genetic discrimination in employment and health insurance (Rothstein, 2008). Therefore, the laws supplements the existing federal protections against genetic discrimination in all the employer-sponsored health programs that that also provided in the federal Health Insurance Portability and Accountability Act of 1996 (HIPAA) And family medical leave act

At the state level, there are few labor laws that coincide with the OWBA. For example, in Ohio State, Equal Employment Opportunity (EEO), Diversity and Employee Relations laws all coincide with the federal workplace laws. The Ohio labor laws strongly support employment opportunities to all employees even those under the age of 18 and also provide them with a 30-minute uninterrupted break during the normal working hours after working for five hours consecutively. It is also important to note that the same law -Ohio Rev. Code 4109.07(C) clearly does not requires the employers to give their adults employees (above 18 years of age) employees breaks. The other Ohio state requirement that impact the EEO, diversity and employee relations include the anti-discrimination laws that prohibit discrimination on the basis of race, colour, religion, sex, military status, disability, national origin, ethnicity, age or ancestry. Finally, the Family and Medical Leave Act (FMLA) is the law at the state and federal level that gives diversity and inclusion a deal meaning at it coincides with pregnancy disability leave law. The FMLA was designed to give the employees temporary job security as they take care of health care related responsibility that might interfere with their work performance or preclude them for gainful employment. The FMLA forces the employers to allow the employees up to 12 weeks of unpaid leave for birth and care of their newborn baby or spouse during pregnancy.

One of the most important points to note in the pregnancy disability leave in Ohio states that during the time off, the FMLA leave the employee are unpaid but the Ohio Civil Rights Act gives employees the right to take a reasonable amount of off-time for their pregnancy and childbirth. It is clear that the Ohio Civil Rights Act coincide with the pregnancy disability leave Act and the federal Pregnancy Discrimination Act (PDA). The diversity and inclusion programs proposed and supported by the OWBA prohibits your employ, therefore, is in line with the anti-discrimination laws at the state and the federal law as it also protects the female lawyers from discrimination and provides the female lawyers and workers with the right to take time off work.

The impact of the law on the workplace

The Ohio Women's Bar Association Law has introduced many different aspects at the workplace which have great impacts on the clients and the general management of an organization. Alexander (2013) argued that the idea has been used to demonstrate the ability to discuss issues related to gender, race, age, sexual orientation and even disability in which the experience of the employers consider their experiences to be quite different from the discrimination laws which tend to shut down any negotiation towards the respect for the others' origin and cultural perspectives. Employers encourage the attempts of various individuals to learn another language that is spoken by different workers. Besides, intercultural and transgender issues are encouraged to ensure that unity is always the priority of the management at the workplace. Employees have realized that differences in workplace result from the consideration of the individual perspectives which give people unique view. It is therefore important to demonstrate a proper understanding of the employees in an organization establishes strategies for achieving unity.

The OWBA Law tries to ensure a culture of respect, openness and learning with diversity, allowing everyone to be proud of and speak of their identity without fear of discrimination at the workplace (Alexander, 2013). The recognition of the given aspect of culture has made the workplace to be favouring for both the employees and the employer in spite of the cultural diversity since the discrimination stereotypes no longer exist. The law has shown its potential to ensure that inclusion and equality are big business have the ability impossible in any organization regardless of its size. This is a reaction to the argument that only big businesses have the capacity to implement such rules in their systems. The idea is applicable as long an organization has created a suitable environment for the inclusion and equity to existing. The application of the concept starts at the top, therefore, the management of an organization should demonstrate fairness to influence the behaviours of the workers who will finally adopt the given mode of operation. On the same note, a disappropriated weighted management may not be willing or able to understand the problems affecting the individuals down an organizational hierarchy ("Laws Editorial Office", 2015).

The directors of Ohio Women's Bar Association Law have the opportunity to handle daily cases hence they understand what it means to be undermined hence not working effectively, to be denied the opportunity for promotion due to discrimination or to be involved in a harassing moment because of one's characteristics over which he or she has very little control. The directors, therefore, realize that differences exist and are therefore trying to encourage every individual who is part of the organization, to embrace any move that will bring together everyone irrespective of the diverse perspectives. This has been the strategic approach through the organization has encouraged operations irrespective of the varying traits among the members of the organization in question. The law has also changed the hiring process to accommodate diversity where anybody has a chance for recruitment provided he or she qualifies, without considering any discriminative perspective. This has made organizations to be associated with cultural diversity since the related exercises are guided by standards. The adequate training to the staffs and the adjustments of the organizational policies have allowed the association to achieve a phase in which discrimination is being depleted at a faster rate.

In Conclusion, the OWBA is aligned or coincides with the laws that require pregnancy leave for women and laws prohibiting pregnancy discrimination in the workplaces. Based on the Ohio Administrative Code that actually prohibits employers from penalizing employees for their time off during pregnancy and childbirth, the OWBA stipulation is clear that inclusion and diversity also cover women in the workplace irrespective of the sexual orientation or race. Never the less, the main limitation of the OWBA and The Ohio Civil Rights Act ix that they do not c early state the amount of time that is recognized as reasonable which gives the employers space for manipulation. The reasonable pregnancy and childbirth time off work should be clearly stated and probably be pegged at 12 weeks as contained in the federal laws.

References

Alexander, R. (2013). Transgendered Prisoners in the United States: A Progression of Laws. Laws, 2(4), 428-439. Doi: 10.3390/laws2040428

Laws Editorial Office. (2015). Acknowledgement to Reviewers of Laws in 2014. Laws, 4(1), 16-17. Doi: 10.3390/laws4010016

Houseman, S. (2018). Anti-discrimination Laws. Retrieved from https://www.dol.gov/oasam/programs/history/herman/reports/futurework/conference/staffing/9.7_discrimination.htm

Rothstein, M. (2008). Currents in Contemporary Ethics GINA, the ADA, and Genetic Discrimination in Employment. The Journal Of Law, Medicine & Ethics, 36(4), 837-840. doi: 10.1111/j.1748-720x.2008.00341.x

SHRM. (2018). Labor and Employment Law Overview: Ohio. Retrieved from https://www.shrm.org/resourcesandtools/legal-and-compliance/state-and-local-updates/expert/pages/Ohio-labor-and-employment-law-overview.aspx