MGMT4080 Mini Quiz Ch 3
Family and Medical Leave Act
12 weeks of unpaid leave Granted comparable job on return to work Employees with < one year of service, under 25 hrs/week or among 10 percent highest paid are excluded Applies to organizations with 50 or more employees
Civil Rights Act of 1991
Adds compensatory and punitive damages
Executive Order 11246
Affirmative action targets for women and minorities Written AA plan required for federal contractors/ subcontractors with contracts > $50,000 Enforced by the Office of Federal Contract Compliance Procedures
Three categories of EEO laws and regulations
Constitutional amendments (14th) Congressional legislation Executive orders
Title VII of the Civil Rights Act of 1964
Covers race, color, religion, sex and national origin 15 or more employees
What should employers do to avoid being sued for harassment?
Develop a policy statement Train employees to identify inappropriate workplace behavior Develop a mechanism for reporting sexual harassment Promptly discipline those who engage in sexual harassment; protect victims
Bona fide occupational qualification (BFOQ)...what is it?
Grants ability to refuse hire because of race, sex, religion Show a legitimate, non-discriminatory reason for the decision
Equal Employment Opportunity Commission. 3 responsibilities
Investigates/resolves discrimination complaints Monitors hiring practices/gathers information Issues guidelines
14th Amendment
Limits the actions of government Provides "equal protection" Requires due process Has been applied in "reverse discrimination" cases
Equal Pay Act
Men and women paid equally for equal work
Who must file an Employer Information Report (EEO-1) with the EEOC?
Organizations with 100 or more employees
Americans with Disabilities Act (ADA)
Prohibits discrimination based on disability Must make "reasonable accommodation" Must determine "essential job functions"
Age Discrimination in Employment Act (ADEA)
Protects workers 40 and over from employment and workplace discrimination in hiring, firing, promotion, layoff, compensation, benefits, job assignments and training.
Sexual harassment types
Quid pro quo: A benefit or punishment is made contingent on the employee submitting to sexual advances hostile work environment: Unwanted touching, suggestive remarks, offensive pictures or jokes
Lilly Ledbetter Pay Act (2009)
Specifies three times when an employee may file a complaint: When the decision or discrimination happened When the person first became affected by the decision or discriminatory practice When the compensation was affected by the decision or practice
Disparate impact 4/5th rule
The ratio of hiring rates (other race to whites) must be > 80% (4/5 = .80)
Disparate treatment
Unequal treatment Different standards for different groups
