Chapter 3

EEO

equal employment opportunity, the treatment of individuals in all aspects of employment; hiring, promotion, training, in a fair and nonbiased manner

glass ceiling act of 1991

glass ceiling represents an invisible barrier that prohibits protected class members from reaching top organizational positions

Equal Pay act of 1963

illegal to discriminate against people in terms of the pay, benefits, and pension they earn based on their gender when they do equal work

protected classes

individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on EEO

business necessity

a work-related practice that is necessary to the safe and efficient operation of an organization

civil rights act of 1991

employees who can prove they were intentionally discriminated against can seek compensatory monetary damages

adverse impact

a concept that refers to the rejection of a significantly higher percentage of protected class for employment placement or promotion when compared with the successful, non-protected class

charge form

a discrimination complaint filed with the EEOC by employees or job applicants

affirmative action

a policy that goes beyond equal employment opportunity by requiring organizations to comply with the law and correct any past discriminatory practices by increasing the numbers of minorities and women in specific positions

workforce utilization analysis

a process of classifying protected class memberds by number and by the type of job they hold within the organization

four-fifths rule

a rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings

disparate treatment

a situation in which protected class members receive unequal treatment or are evaluated by different standards

chief diversity officer

a top executives responsible for implementing a firm's diversity efforts

reasonable accommodation

an attempt by employers to adjust without undue hardship, the working condition or schedules of employees with disabilities or religious preferences

disabled individual

any person who has a physical or mental impairment that substantially limits one or more of the person's major life activities OR has a record of such impairment OR is regarded as having such an impairment

Civil rights act of 1964-TITLE VII

bars employment discrimination in all HR activities including hiring, training, promotion, transfers, pay, employee benefits, and other conditions of employment. discrimination is prohibited based on race, color, religion, sex or national origin.

EEOC of 1972

revised civil rights act, coverage of act was broadened to state and local governments and allowed agency to sue employers in court to enforce provisions of the act

fair employment practices

state and local laws governing equal employment opportunity that are often more comprehensive than federal laws and apply to small employers

bona fide occupational qualification

suitable defense against a discrimination charge only when age, religion, sex or national origin is an actual qualification for performing the job

reverse discrimination

the act of giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering discrimination

sexual harrassment

unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment