HRM Ch 3 Terms

Adverse impact

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

Uniform Guidelines on Employee Selection Procedures

A procedural document published in the Federal Register to help employers comply with federal regulations against discriminatory actions

workforce utilization analysis

A process of classifying protected-class members 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 mem- bers receive unequal treatment or are evaluated by different standards

chief diversity officer (CDO)

A top executive responsible for implementing a firm's diversity efforts

business necessity

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

Equal Employment Opportunity Act of 1972

Amended Title VIl of Civil Rights Act of 1964; strengthens the EEOC's enforcement powers and extends coverage of Title VIl to government employees, employees in higher education, and other employers and employees.

Reasonable accommodation

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

bona fide occupational qualification (BFOQ)

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

equal employment opportunity (EEO)

The treatment of individuals in all aspects aspects of employment--hiring, promotion, training, etc.--in a fair and nonbiased manner

protected classes

Individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on equal employment opportunity

Title VIl of Civil Rights Act of 1964

Prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin; created the EEOC to enforce these provisions

Age Discrimination in Employment Act of 1967

Prohibits private and public employers from discriminating against people age 40 or older in any area of employment because of age; exceptions are permitted when age is a bona fide occupational qualification.

Equal Pay Act of 1963

Requires all employers covered by the Fair Labor Standards Act and others to provide equal pay for equal work, regardless of sex

fair employment practices (FEPs)

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

Equal Pay Act of 1963

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

Sexual harassment

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