Final answer:
Providing equal employment opportunities is not a prohibited personnel practice; it is a legal requirement to prevent discrimination in the workplace. Laws such as Title VII of the Civil Rights Act of 1964 and others ensure protection against discriminatory practices based on race, colour, religion, sex, national origin, and more.
Step-by-step explanation:
Among the options provided, providing equal employment opportunities is NOT considered a prohibited personnel practice. It is, in fact, a requirement by law, as stipulated by several legal acts, including Title VII of the Civil Rights Act of 1964. This act made it unlawful to discriminate against employees about race, colour, religion, sex, national origin, and other protected statuses. It guarantees equal employment opportunities for all and combats employment discrimination. This act, along with others such as the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, the Civil Rights Act of 1991, and the Pregnancy Discrimination Act of 1978, establish a legal framework that protects employees from various forms of discrimination in the workplace.
Discriminating based on race, retaliating against employees for whistleblowing, and engaging in nepotism are indeed examples of prohibited personnel practices. They are acts that violate employment laws and are subject to enforcement actions and penalties if employers do not comply.