Human Resources chapter 3
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,
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 jobs 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.
four-fifths
A selection program has an adverse impact when the selection rate for any protected class is less than of the rate of the class with the highest selection rate.
disparate treatment
A situation in which protected class members receive unequal treatment or are evaluated by different standards.
Title VIl of Civil Rights Act of 1964 (amended in 1972, 1991, 1994, and 2009)
Prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin; created the EEOC to enforce the provisions of Title VII.
Executive Order 11246 (1965), as amended by Order 11375 (1966)
Prohibits employment discrimination based on race, color, religion, sex, or national origin by government contractors with contracts exceeding $10,000; requires contractors employing 50 or more workers to develop affirmative action plans when government contracts exceed $50,000 per year.
Vocational Rehabilitation Act of 1973 (amended in 1974)
Prohibits federal contractors from discriminating against disabled individuals in any program or activity receiving federal financial assistance; requires federal contractors to develop affirmative action plans to hire and promote disabled people.
Age Discrimination in Employ- ment Act of 1967 (amended in 1986 and 1990)
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.
Uniformed Services Employment and Reemployment Rights Act of 1994 (amended in 1998, 2004, and 2008)
Protects the employment rights of individuals who enter the military for short periods of service.
Civil Rights Act of 1991
Provides for compensatory and punitive damages and jury trials in cases involving intentional discrimination; requires employers to demonstrate that job practices are job-related and consistent with business necessity; extends coverage to US. citizens working for US. companies overseas.
Glass Ceiling Act of 1991.
The act created the Glass Ceiling Commission to study and report on the status of and obstacles faced by minorities as they strive for top-level management jobs.
reverse discrimination
The act of giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering discrimination.
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.)
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 jobs 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.)
bona fide occupational qualification (BFOQ)
(A suitable defense against a discrimination charge only when age, religion, sex, or national origin is an actual qualification for performing the job.)
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.)
reasonable accommodation
(An attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious preferences.)
disabled individual
(Any person who (1) has a physical or mental impairment that substantially limits one or more of the person's major life activities, (2) has a record of such impairment, or (3) is regarded as having such an impairment.)
protected classes
(Individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on equal employment opportunity.)
fair employment practices (FEPS)
(State and local laws governing equal employment opportunity that are often more comprehensive than federal laws and apply to small- business employers.)
Equal Employment Opportunity Commission (EEOC)
(The EEOC's work consists of formulating EEO policy and approving all litigation involved in maintaining equal employment opportunity. The EEOC's guidelines are not federal law but administrative rules and regulations published in the Federal Register.)
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
(The treatment of individuals in all aspects of employment-hiring, promotion, training, etc.-in a fair and nonbiased manner.)
sexual harassment
(Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment.)
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.
bona fide occupational qualification (BFOQ)
A suitable defense against a discrimination charge only when age, religion, sex, or national origin is an actual qualification for performing the job.
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.
business necessity
According to the courts, ————————a is a practice that is required for an organization to operate in a safe and efficient way.
There are two basic ways to show that adverse impact exists.
Adverse Rejection Rate, or Four-Fifths Rule.
Equal Employment Opportunity Act of 1972
Amended Title VI of Civil Rights Act of 1964; strengthens the EEOC's enforcement powers and extends coverage of Title VII to government employees, employees in higher education, and other employers and employees.
disabled individual
Any person who (1) has a physical or mental impairment that substantially limits one or more of the person's major life activities, (2) has a record of such impairmen or (3) is regarded as having such an impairment.
Reasonable accommodation
An attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious preferences.
reasonable accommodation.
An attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religlous preferences is called:
at parity
An employer's workforce is sald to be ————————with the relevant labor market when it reflects the racial composition of the labor market in its area.
Don't Ask, Don't Tell Repeal Act of 2010
Bars discrimination against military personnel based on their sexual orientations.
Pregnancy Discrimination Act of 1978
Broadens the definition of sex discrimination to include pregnancy, childbirth, or related medical conditions; prohibits employers from discriminating against pregnant women in employment benefits if they are capable of performing their job duties.
Three Factors Come Together to Influence EEO Legislation
Changing attitudes towards employment discrimination 3. A growing 2. Published reports body of disparate on economic injustices discrimination laws and experienced by regulations that legislators minority workers feel should be standardized
protected classes
Individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on equal employment opportunity.
E-Verify
Employers with a large contract with the federal government must use —————to determine legal eligibility of workers.
Executive Order 8802 (1941)
Ensured that every American citizen, "regardless of race, creed, color, or national origin," would be guaranteed equal employment opportunities for workers employed by firms awarded World War II defense contracts
Civil Rights Act (1866)
Extended to all people the right to enjoy full and equal benefits of all laws, regardless of race
Conciliation
If a charge is filed with the EEOC and the EEOC investigation leads to a finding reasonable cause, which of the following is the next step in the discrimination case?
Americans with Disabilities Act of 1990 (amended in 2008)
Prohibits discrimination in employment against people with physical or mental disabilities or the chronically ill; enjoins employers to make reasonable accommodation to the employment needs of the disabled; covers employers with 15 or more employees.
Executive Order 11478 (1969)
Obligates the federal government to ensure that all personnel actions affecting applicants for employment be free from discrimination based on race, color, religion, sex, or national origin.
Unemployment Relief Act (1933)
Prohibited employment discrimination on account of race, color, or creed (religious beliefs)
Protected Classes of Employees
Race ,Color, Religion, National origin, Sex, Age, Physical disabilities ,Mental disabilities
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-business employers.
Equal Employment Opportunity Commission (EEOC)
The EEOC's work consists of formulating EEO policy and approving all litigation involved in maintaining equal employment opportunity. The EEOC's guidelines are not federal law but administrative rules and regulations published in the Federal Register.
Equal Employment Opportunity Commission.
The federal agency that enforces fair employment laws in the United States is the:
see difference.
The first step in taking advantage of employee diversity is to ——————difference.
equal employment opportunity
The treatment of individuals in all aspects of employment -hiring, promotion, training, etc.-in a fair and nonbiased manner.
equal employment opportunity (EEO)
The treatment of individuals in all aspects of employment -hiring, promotion, training, etc.-in a fair and nonbiased manner.
Sexual harassment
Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment.
Executive Order 8802
Which of the following legal developments guaranteed equal employment opportunities for workers employed by firms awarded defense contracts?
Civil Rights Act of 1991
Which of the following pieces of legislation extends equal employment coverage to U.S. citizens working for U.S. companies overseas?
Pregnancy Discrimination Act of 1978
affects employee benefit programs including (1) hospitalization and major medical insurance, (2) temporary disability and salary continuation plans, and (3) sick leave policies.
Workforce utilization
analysis is the process of classifying protected-class members by number and by the type of job they hold within the organization.
Executive orders
are used to provide equal employment opportunity to individuals employed by government contractors.
hostile environment,
can occur when unwel- come sexual conduct "has the purpose or effect of unreasonably interfering with job performance or creating an intimidating, hostile, or offensive working environment."
Hazelwood School District v. United States
cases did the Supreme Court establish standard deviation analysis for determining if selection rates have an adverse impact?
Deferral to state agency
is NOT one of the possible outcomes once the EEOC opens an Investigation into a discrimination charge?
Retallation
is any type of punitive action taken agalnst employees who file charges against an employer with the EEOC.
ultimate key to preventing employment discrimination
is for managers and supervisors to create an organizational climate in which the principles of dignity, respect, and the acceptance of a diverse workforce are the norm and therefore expected.
Equal employment opportunity
is the treatment of people in hiring, promotion, and training in a fair and nonbiased way.
equal employment opportunity (EEO).
most important topics that must be discussed in any human resources management textbook
ADEA waiver
must be in writing, clear, and understandable, and the recipients need to be given a certain amount of time to consider the offer in the waiver.
quid pro quo harassment,
occurs when "submission to or rejection of sexual conduct is used as a basis for employment decisions."21
Affirmative action
occurs when employers take proactive steps to help reverse the impact of past discrimination against minorities.
affirmative action
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.)
The Employment Non-Discrimination Act, or "ENDA,"
proposed by the U.S. Congress extends federal employment discrimination protection currently provided on race, religion, gender, national origin, age, and disability to include sexual orientation and gender identity.
Glass Ceiling
represents an invisible barrier that prohibits protected class members from reaching top organizational positions.
Organizations subject to Title VIIl are required by law to maintain:
specific employment records.
Uniform Guidelines on Employee Selection Procedures
was designed to help employers comply with the requirements of federal laws prohibiting employment discrimination.