CMS 1, Lesson 2
What new form of prejudice has entered the workforce to the point that its almost as common as racial discrimination?
(2.14) Weight discrimination
Does the Equal Employment Opportunity Commission (EEOC) consider an employer guilty of sexual harassment when the employer knew about the unlawful sexual conduct and failed to remedy it or take corrective action?
(2.14) Yes
Does the Equal Employment Opportunity Commission (EEOC) consider an employer guilty of sexual harassment when they allow nonemployees (customers or salespersons) to sexually harass employees?
(2.14) Yes
What seven procedures does the "Uniform Guidelines on Employee Selection Procedures" document provide guidelines around?
(2.15) 1. Hiring 2. Retention 3. Promotion 4. Transfer 5. Demotion 6. Dismissal 7. Referral
What is the primary objective of the "Uniform Guidelines on Employee Selection Procedures" document?
(2.15) The "Uniform Guidelines on Employee Selection Procedures" recommends that an employer be able to demonstrate that selection procedures are valid in predicting or measuring performance in a particular job.
What document did the federal government adopt and publish to provide employers guidance concerning the appropriateness of specific selection procedures, especially those related to testing and selection?
(2.15) Uniform Guidelines on Employee Selection Procedures
What three methods show that adverse impact is occurring under the "Uniform Guidelines on Employee Selection Procedures"?
(2.16) 1. By showing a violation of the four-fifths (80 percent) rule 2. By applying a standard deviation analysis to the observed applicant flow data 3. By proving that an employer has a selection procedure that excludes members of a protected class
What type of EEO court case deals with unintentional discrimination?
(2.16) Adverse impact cases
Define "adverse impact cases."
(2.16) Adverse impact cases deal with unintentional discrimination.
What type of EEO court case involves instances of purposeful discrimination?
(2.16) Disparate treatment cases
Define "disparate treatment cases."
(2.16) Disparate treatment cases involve instances of purposeful discrimination.
True or False: The Supreme Court ruled that employer discrimination must be overt or intentional to be present, and that employment practices must be job-related.
(2.16) False. The Supreme Court ruled that employer discrimination need NOT be be overt or intentional to be present, and that employment practices must be job-related.
Through what case did the Supreme Court set forth a standard deviation analysis that has been followed by numerous lower courts?
(2.16) Hazelwood School District vs. United States
What is the four-fifth (80 percent) rule regarding selection criteria in the workforce?
(2.16) If a selection rate for any racial ethnic or sex class is less than four-fifths (80 percent) of the rate of the class with the highest selection rate, a selection program has an adverse impact.
It is important to distinguish between what two discrimination intentions in EEO cases?
(2.16) In EEO cases, it is important to distinguish between adverse impact and disparate treatment discrimination.
According to Title VII, is good intent, or absence of intent to discriminate, a sufficient defense?
(2.16) No
Is the four-fifths rules a legal definition of discrimination?
(2.16) No; it is EEOC's rule of thumb to determine adverse impact in enforcement proceedings.
What does the standard deviation analysis to observed applicant flow data determine?
(2.16) This statistical procedure determines whether the difference between the expected selection rates for protected groups and the actual selection rates could be attributed to chance. If chance is eliminated for the lower selection rates of the protected class, it is assumed that the employer's selection technique has an adverse impact on the employment opportunities of that group.
True or False: When employers use educational, physical or intelligence standards as a basis for hiring or promotion, these must be absolutely necessary for job success.
(2.16) True
According to what document must an employer be concerned with the composition of the internal workforce when compared with the composition of the external labor market?
(2.17) Uniform Guidelines on Employee Selection Procedures
What is the term used to describe the comparison of the composition of the internal workforce to the composition of the external labor market?
(2.17) Workforce utilization analysis
What is "workforce utilization analysis"?
(2.17) Workforce utilization analysis is the comparison of the composition of the internal workforce to the composition of the external labor market.
What act established the Equal Employment Opportunity Commission (EEOC)?
(2.18) EEOC was established under Title VII of the Civil Rights Act of 1964
What entity is the leading federal agency in the area of civil rights and is responsible for the administration of the EEO laws?
(2.18) Equal Employment Opportunity Commission (EEOC)
What entity issues employment guidelines for compliance with the civil rights laws and monitors the employment practices of organizations?
(2.18) Equal Employment Opportunity Commission (EEOC)
What entity protects the civil rights of employees through the investigation and prosecution of discrimination charges?
(2.18) Equal Employment Opportunity Commission (EEOC)
What types of employers must file an annual EEO-1 report (Employer Information Report)?
(2.19) 1. Employers of 100 or more employees, except state and local government employers 2. Government contractors and subcontractors subject to Executive Order 11286
What document does EEOC use to determine an employer's workforce composition?
(2.19) EEO-1 report (Employer Information Report)
What is the preferred method of identifying gender, race and ethnic information?
(2.19) Employee self-identification
How does an employer submit an EEO-1 report?
(2.19) Employers can submit the EEO-1 report through the agency's Web-based filing system.
What can an organization use to gather racial or ethnic identity information when employees decline to self-identify?
(2.19) Employment records or visual observation may be used to gather racial or ethnic identity information.
To what organization do employees or job applicants file a discrimination complaint?
(2.19) Equal Employment Opportunity Commission (EEOC)
Can employers retaliate against individuals for their legal rights to file charges or to support other employees during EEOC proceedings?
(2.19) No
When preparing an EEO-1 report, an organization may collect records concerning what information?
(2.19) Racial or ethnic identity
What does the EEOC use an EEO-1 report to determine?
(2.19) The EEO-1 report is used to determine an employer's workforce composition.
Can the EEOC prosecute employers that retaliate against a plaintiff in court?
(2.19) Yes
Filing a discrimination charge form initiates a(n) ______ procedure.
(2.19) administration
Title VII of the Civil Rights Act of 1964 bars discrimination with respect to what six activities?
(2.2) 1. Benefits 2. Hiring 3. Pay 4. Promotion 5. Training 6. Transfers
Title VII of the Civil Rights Act of 1964 bars discrimination with respect to what five demographics?
(2.2) 1. Color 2. National origin 3. Race 4. Religion 5. Sex
Employers do not violate the Equal Pay Act when differences in wages paid to men and women for equal work are based on what three factors?
(2.2) 1. Merit considerations 2. Quantity or quality of production 3. Seniority systems
How does the Equal Employment Opportunity Commission (EEOC) define a "national origin group"?
(2.2) A national origin group is a group of people sharing a common language, culture, ancestry and/or similar social characteristics.
To ensure equal pay among genders, are employers required to lower the wages of one gender or raise the wages of the other?
(2.2) Employers must raise the wages of the gender being underpaid.
What act prohibits discrimination against pregnancy?
(2.2) Equal Employment Opportunity Commission (EEOC)
Which act enforces Title VII of the Civil Rights Act of 1964?
(2.2) Equal Employment Opportunity Commission (EEOC)
What act outlaws discrimination in pay, employee benefits and pensions based on the worker's gender?
(2.2) Equal Pay Act of 1963
The Equal Pay Act of 1963 was passed as an amendment to what other act?
(2.2) Fair Labor Standards Act
How is a job considered "equal"?
(2.2) Jobs are considered "equal" when they require substantially the same skill, effort and responsibility under similar working conditions and in the same establishment.
What term is used to describe a group of people sharing a common language, culture, ancestry and/or similar social characteristics?
(2.2) National origin group
What does the Equal Pay Act of 1963 mandate?
(2.2) The Equal Pay Act of 1963 outlaws discrimination in pay, employee benefits and pensions based on the worker's gender.
What act includes human resources management activities within its purview and bars certain types of discrimination with respect to hiring, training, promotion, transfers, pay, employee benefits and other conditions of employment?
(2.2) Title VII of the Civil Rights Act of 1964
Which act is the broadest and most significant piece of antidiscrimination legislation among the various statutes in this public policy area?
(2.2) Title VII of the Civil Rights Act of 1964
What four topics should be addressed in a comprehensive training program to prevent and correct discrimination from occurring in the workplace?
(2.20) A comprehensive training program should cover: 1. The prohibitions in the various EEO statutes and executive orders 2. Guidance on how to respond to complaints 3. Procedures for investigating complaints 4. Suggestions for remedying inappropriate behavior
What is achieved by having organizations follow specific guidelines and goals to ensure that they have a balanced and representative workforce and can develop a plan to correct areas of past discrimination?
(2.20) Affirmative action (AA)
What workforce individuals should understand a firm's obligations in complying with the law and be familiar with EEOC requirements?
(2.20) All managers, supervisors and other employees
What workforce procedures may suggest reverse discrimination and are clearly illegal?
(2.21) - Hiring unqualified workers or laying off employees - Establishing rigid employment quotas - Reserving job positions in order to hire or retain protected class members
Affirmative action (AA) programs are required by OFCCP for employers with federal contracts greater than $__.
(2.21) $50,000
True or False: Affirmative action (AA) programs are rarely used to correct an employer's past discrimination actions.
(2.21) False. Affirmative action (AA) programs may be required by court order when an employer has been found guilty of past discrimination.
What may an employer that voluntarily pursues an affirmative action (AA) program be accused of as a result?
(2.21) In pursuing AA, employers may be accused of reverse discrimination; therefore, it is important that employers wishing to implement voluntary AA plans show justification for the plan and reasonableness of the methods used to implement it.
True or False: Many employers voluntarily develop their own affirmative action (AA) programs.
(2.21) True
True or False: Affirmative action (AA) plans have been uniformly accepted as a national objective.
(2.22) False. Support for AA plans from the public, judiciary, employers and others is a highly emotional and controversial subject.
How do some individuals hired under an affirmative action (AA) program feel regarding their position under the program and in view of others?
(2.22) Individuals hired under AA programs sometimes feel prejudged, assumed capable only of interior performance and viewed as "tokens" by others.
Have affirmative action (AA) programs resulted in the improvement of the employment status of protected groups?
(2.22) Not consistently
True or False: Preferences shown toward one protected class under an affirmative action (AA) program may create conflicts between other minority groups.
(2.22) True
Affirmative action (AA) programs that are (involuntary/voluntary) have failed to effectively assimilate protected classes into an organization's workforce.
(2.22) voluntary
How is the concept of managing diversity in the workforce related to or an outgrowth of attempts at affirmative action (AA)?
(2.23) Managers who embrace a diverse workforce acknowledge individual employee differences and the contributions that people of various backgrounds make. Organizations that approach diversity from a practical, business-oriented perspective (rather than a court-ordered AA mandate) tend to employ and promote protected class members as a means for developing competitive advantages.
What makes for a more effective affirmative action (AA) program: court-mandated AA programs or managers who embrace AA in the workforce?
(2.23) Managers who embrace a diverse workforce acknowledge individual employee differences and the contributions that people of various backgrounds make. Organizations that approach diversity from a practical, business-oriented perspective (rather than a court-ordered AA mandate) tend to employ and promote protected class members as a means for developing competitive advantages.
What is the term used to describe the antidiscrimination exemption regulation where age, religion, sex or national origin are an actual qualification for performing a job?
(2.3) Bona fide occupational qualification (BFOQ)
What term is used to describe a practice that is necessary to the safe and efficient operation of the organization?
(2.3) Business necessity
How does the law define "business necessity"?
(2.3) Business necessity is a practice that is necessary to the safe and efficient operation of the organization.
What two demographic characteristics are not covered under the bona fide occupational qualification (BFOQ) antidiscrimination exemption?
(2.3) Color and race
What act permits limited exemptions from antidiscrimination regulations where age, religion, sex or national origin are an actual qualification for performing a job?
(2.3) Title VII of the Civil Rights Act of 1964
When an organization claims a BFOQ, it must be able to prove that hiring on the basis of sex, religion, age or national origin is a ______
(2.3) business necessity
How do managers and supervisors accommodate an employee's religion?
(2.4) Managers and supervisors must accommodate: 1. Personal appearance 2. Religious conduct on the job 3. Scheduling in observation of holidays
What type of plan are government contractors or subcontractors having 50 or more employees with contracts in excess of $50,000 required to develop?
(2.12) Affirmative action (AA) plans
What entity created the Office of Federal Contract Compliance Programs (OFCCP)?
(2.12) Executive Order 11246
What entities must comply with the antidiscrimination provisions of Executive Order 11246?
(2.12) Federal agencies and government contractors with contracts of $10,000 or more must comply with the antidiscrimination provisions of Executive Order 11246.
What entities are required to develop affirmative action (AA) plans?
(2.12) Government contractors or subcontractors having 50 or more employees with contracts in excess of $50,000 are required to develop affirmative action (AA) plans.
What entity issues guidelines, enforces compliance and reviews affirmative action (AA) plans that are required by some employers?
(2.12) Office of Federal Contract Compliance Programs (OFCCP)
What does Executive Order 11246 and the Office of Federal Contract Compliance Programs (OFCCP) mandate?
(2.12) These laws prohibit discrimination against protected classes by federal agencies and contractors.
True or False: Few states have fair employment practices or equal employment opportunity laws modeled after the federal legislation.
(2.13) False. Almost all states and many municipalities have fair employment practices or equal employment opportunity laws modeled after the federal legislation.
In some states and cities, fair employment practice laws place (less/more) restrictions on employers than the federal laws and extend jurisdiction to employers who are exempt from federal coverage.
(2.13) more
What three forms of discrimination have recently surfaced in the workforce?
(2.14) 1. Weight discrimination 2. Physical appearance discrimination 3. Employees with caregiving responsibilities
What entity defines sexual harassment as "unwelcome advances, requests for sexual favors and other verbal or physical conduct of a sexual nature" where submission to the conduct is tied to continuing employment or advancement?
(2.14) Equal Employment Opportunity Commission (EEOC)
True or False: No federal, state or city law prohibits or bans weight discrimination.
(2.14) False. Some city and state laws ban weight discrimination.
True or False: No law has been issued to address discrimination that occurs from employees who have caregiving responsibility.
(2.14) False. The Equal Employment Opportunity Commission (EEOC) issued enforcement guidelines to help prevent such discrimination.
What type of sexual harassment is occurring in the following example?: A coworker sexually harasses someone via email, instant message, text message or via social media posts.
(2.14) Hostile environment harassment
What type of sexual harassment occurs when unwelcome sexual conduct has the purpose of effect of unreasonably interfering with job performance or creating an intimidating, hostile or offensive working environment?
(2.14) Hostile environment harassment
Define "hostile environment harassment."
(2.14) Hostile environment harassment occurs when unwelcome sexual conduct has the purpose of effect of unreasonably interfering with job performance or creating an intimidating, hostile or offensive working environment.
Why would it be difficult to implement a law to prohibit discrimination in the workforce based on people's attractiveness?
(2.14) It would be difficult to determine who is unattractive enough to be protected by law.
What federal law prohibits weight discrimination and discrimination on physical appearance?
(2.14) No federal law prohibits against these discriminations.
What term is used to describe submission to or rejection of sexual conduct that is used as a basis for employment decisions?
(2.14) Quid pro quo harassment
What type of sexual harassment involves a tangible or economic consequence, such as a demotion or loss of pay?
(2.14) Quid pro quo harassment
What type of sexual harassment is occurring in the following example?: A supervisor promotes an employee only after the person agrees to an after-work date.
(2.14) Quid pro quo harassment
The Equal Employment Opportunity Commission (EEOC) recognizes two forms of sexual harassment as being illegal under Title VII. What are these two forms called?
(2.14) Quid pro quo harassment and hostile environment harassment
Define "quid pro quo harassment."
(2.14) Quid pro quo harassment occurs when submission to or rejection of sexual conduct is used as a basis for employment decisions.
True or False: Good looks can be considered a bona fide occupational qualification (BFOQ).
(2.14) True
Government contractors or subcontractors having 50 or more employees with contracts in excess of $__ are required to develop affirmative action (AA) plans.
(2.12) $50,000
Which of the following statements is (are) descriptive of the Equal Employment Opportunity Commission (EEOC)? I. It validates the selection procedures of member firms. II. It issues employment guidelines and monitors the employment practices of organizations. III. It enforces Title VII of the Civil Rights Act of 1964 as amended.
(2.0) II. It issues employment guidelines and monitors the employment practices of organizations. III. It enforces Title VII of the Civil Rights Act of 1964 as amended.
Government contractors or subcontractors having __ or (less/more) employees with contracts in excess of $50,000 are required to develop affirmative action (AA) plans.
(2.12) 50 or more
Local and state governments seek to enforce equal employment opportunities and practice through the use of: A. Fair employment practices laws B. Executive Order 11246 C. The elimination of affirmative action programs D. Direct services of the Equal Employment Opportunity Commission E. Policies that ignore the bona fide occupational qualification concept
(2.0) A. Fair employment practices laws All of the other options relate to federal actions or are not relevant.
All of the following statements describe aspects of the Age Discrimination in Employment Act of 1967 as amended EXCEPT: A. It offers protection to individuals age 40 or over. B. It covers private and public employers with 20 or more employees. C. It includes employees of public and private educational institutions. D. It prohibits employers from excluding older workers from important work activities. E. It has been less frequently invoked by workers in recent years.
(2.0) E. It has been less frequently invoked by workers in recent years. In recent years, age discrimination complaints have been steadily trending upward.
What three factors have influenced the growth of equal employment opportunity (EEO) legislation?
(2.1) Three factors that have influenced the growth of EEO legislation are: 1. Changing attitudes toward employment discrimination 2. Published reports that highlight the economic problems and injustices minority workers experience 3. Growing laws and government regulations at different levels of government that legislators believe should be standardized
One of the factors that has influenced the growth of equal employment opportunity (EEO) legislation is changing attitudes toward employment ______.
(2.1) discrimination
One of the factors that has influenced the growth of equal employment opportunity (EEO) legislation is published reports that highlight the economic problems and injustices ______ workers experience.
(2.1) minority
One of the factors that has influenced the growth of equal employment opportunity (EEO) legislation is growing laws and government regulations at different levels of government that legislators believe should be ______.
(2.1) standardized
The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) protects against job discrimination on the basis of military obligation in what three areas?
(2.10) 1. Advancement 2. Hiring 3. Job retention
True or False: Employers are not required to retrain or upgrade employees' skills to qualify them for reemployment following military leave; they are only required to reemploy the individual.
(2.10) False. Employers are required to make reasonable efforts to retrain or upgrade employees' skills for reemployment.
What must military service members must provide to their employers prior to military leave in order to be protected by the reemployment rights statute?
(2.10) Service members must provide their employers with advance notice of their military obligations in order to be protected by the reemployment rights statute.
What does the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) mandate?
(2.10) The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) protects the employment rights of individuals who enter the military for up to five years, whereby said individuals can return to their private sector jobs without risk of loss of seniority or benefits.
What does the Veterans Benefits Improvement Act mandate?
(2.10) The Veterans Benefits Improvement Act requires employers to provide a notice of rights, benefits and obligations of both employees and employers.
True or False: Employers are required to expand healthcare and employee retirement plan coverage for returning military employees.
(2.10) True
What act protects all military personnel, National Guard members, reservists and active-duty military personnel from job discrimination?
(2.10) Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
What act protects the employment rights of individuals who enter the military for up to five years, whereby said individuals can return to their private sector jobs without risk of loss of seniority or benefits?
(2.10) Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA)
What act amended the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) in 2004?
(2.10) Veterans Benefits Improvement Act
What act requires employers to provide a notice of rights, benefits and obligations of both employees and employers when employees leave for military duty?
(2.10) Veterans Benefits Improvement Act
Employers are required to extend the length of time an individual may be absent for military duty from __ to __ years.
(2.10) four to five
The Vocational Rehabilitation Act of 1973 prohibits discrimination against the disabled, assuming they can perform the work required, by all federal contractors and subcontractors whose contracts exceed $__.
(2.11) $2,500
How does the Vocational Rehabilitation Act of 1973 define a disabled individual?
(2.11) A disabled individual is any person who: 1. Has a physical or mental impairment, which substantially limits one or more of such person's major life activities 2. Has a record of such an impairment 3. Is regarded as having such an impairment
True or False: The Vocational Rehabilitation Act of 1973's definition of a disabled individual contrasts with the Americans with Disabilities Act's definition.
(2.11) False. The Vocational Rehabilitation Act of 1973's definition of a disabled individual closely parallels the definition provided in the Americans with Disabilities Act.
What does the Vocational Rehabilitation Act of 1973 mandate?
(2.11) The Vocational Rehabilitation Act of 1973 deals with the problem of discrimination in employment with respect to physically and mentally disabled persons of working age.
What act deals with the problem of discrimination in employment with respect to physically and mentally disabled persons of working age?
(2.11) Vocational Rehabilitation Act of 1973
Does the Vocational Rehabilitation Act of 1973 cover recipients of federal financial assistance, such as public and private colleges and universities?
(2.11) Yes
What does Title VII of the Civil Rights Act of 1964 require of employers who must accommodate religious observances and practices?
(2.4) Title VII of the Civil Rights Act of 1964 requires employers to make a reasonable accommodation to the religious observances and practices of current employees or job applicants without incurring undue hardship on the business.
True or False: Employers are not required to make every possible allowance for the religious preferences of employees or to grant complete religious freedom with respect to employment relations.
(2.4) True
Under the Civil Rights Act of 1991, what five suffrages are covered as a result of "compensatory damages"?
(2.5) 1. Emotional pain 2 Future money loss 3. Mental anguish 4. Suffering 5. Other nonmonetary losses
What act provides for compensatory and punitive damages and jury trials in employment cases involving intentional discrimination or unlawful harassment?
(2.5) Civil Rights Act of 1991
What does the Civil Rights Act of 1991 mandate?
(2.5) The Civil Rights Act of 1991 provides for compensatory and punitive damages and jury trials in employment cases involving intentional discrimination or unlawful harassment.
Does the Civil Rights Act of 1991 apply to U.S. citizens working for American companies overseas?
(2.5) Yes
What act expanded the statute or limitations concerning lawsuits related to discriminatory pay?
(2.6) Lilly Ledbetter Fair Pay Act of 2009
What act states that the 180-day statute of limitations for filing an equal pay lawsuit with EEOC resets with each new discriminatory paycheck an employee receives, not the date the employee received his or her first discriminatory paycheck?
(2.6) Lilly Ledbetter Fair Pay Act of 2009
What does the Lilly Ledbetter Fair Pay Act of 2009 mandate regarding the statute of limitations concerning lawsuits related to discriminatory pay?
(2.6) The Lilly Ledbetter Fair Pay Act of 2009 states that the 180-day statute of limitations for filing an equal pay lawsuit with EEOC resets with each new discriminatory paycheck an employee receives, not the date the employee received his or her first discriminatory paycheck.
The Age Discrimination in Employment Act of 1967 (ADEA) prohibits private and public employers with __ or more employees from discriminating against persons who are 40 years of age or older in any area of employment because of age.
(2.7) 20
The Age Discrimination in Employment Act of 1967 (ADEA) prohibits private and public employers with 20 or more employees from discriminating against persons who are __ years of age or older in any area of employment because of age.
(2.7) 40
What act prohibits private and public employers with 20 or more employees from discriminating against persons who are 40 years of age or older in any area of employment because of age?
(2.7) The Age Discrimination in Employment Act of 1967 (ADEA)
What does the Age Discrimination in Employment Act of 1967 (ADEA) mandate?
(2.7) The Age Discrimination in Employment Act of 1967 (ADEA) prohibits private and public employers with 20 or more employees from discriminating against persons who are 40 years of age or older in any area of employment because of age.
Through what two actions did the Equal Employment Opportunity Act of 1972 (EEOC) amend Title VII of the Civil Rights Act of 1964?
(2.7) The EEOC: 1. Extended Title VII coverage to include state and local government employees and public and private educational institution employees 2. Allowed the agency to bring enforcement suits, whereby regional litigation centers were established to provide faster and more effective court action
In recent years, the number of age discrimination complaints filed with the EEOC has steadily trended (downward/upward).
(2.7) upward
Which act made pregnancy a disability that must be treated similarly to any other medical condition?
(2.8) Pregnancy Discrimination Act of 1978
What does the Pregnancy Discrimination Act of 1978 mandate?
(2.8) The Pregnancy Discrimination Act of 1978 makes pregnancy a disability that must be treated similarly to any other medical condition. The law also prohibits discrimination in the hiring, promotion, transfer or termination of women due to pregnancy.
True or False: Prior to the institution of the Pregnancy Discrimination Act of 1978, pregnant women could be forced to resign or take a leave of absence without disability or medical coverage for pregnancy.
(2.8) True
How does the Americans with Disabilities Act of 1990 define "disability"?
(2.9) A disability is a physical or mental impairment that substantially limits one or more of the major activities, a record of impairment, or is regarded as having such an impairment.
What act prohibits employers from discriminating against individuals with physical and mental disabilities or who are chronically ill?
(2.9) Americans with Disabilities Act of 1990
What term is used to describe a physical or mental impairment that substantially limits one or more of the major activities, a record of impairment, or is regarded as having such an impairment?
(2.9) Disability
What does the Americans with Disabilities Act of 1990 mandate?
(2.9) The Americans with Disabilities Act of 1990 prohibits employers from discriminating against individuals with physical and mental disabilities or who are chronically ill. It requires employers to make a reasonable accommodation to disabled persons who are otherwise qualified to work, unless doing so would be an undue hardship.
Through what five actions must an employer accommodate for an employee with a disability?
(2.9) The requirements for making a reasonable accommodation for a disability include: 1. Changing equipment and/or expense 2. Making facilities accessible and usable 3. Permitting part-time or modified work schedules 4. Reassigning to a vacant position 5. Restructuring jobs
True or False: An employer cannot use selection procedures to screen out disabled persons unless the procedure is job-related and consistent with business necessity.
(2.9) True