Chapter 3

Question 1

Equal Employment Opportunity

Answer 1

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

Question 2

Protected Classes

Answer 2

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

Question 3

Bona Fide Occupational Qualification (BFOQ)

Answer 3

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

Question 4

Business Necessity

Answer 4

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

Question 5

Reasonable Accommodation

Answer 5

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

Question 6

Disabled Individual

Answer 6

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.

Question 7

Fair Employment Practices (FEPs)

Answer 7

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

Question 8

Sexual Harassment

Answer 8

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

Question 9

Uniform Guidelines on Employee Selection Procedures

Answer 9

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

Question 10

Adverse Impact

Answer 10

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.

Question 11

Four-Fifths Rule

Answer 11

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

Question 12

Disparate Treatment

Answer 12

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

Question 13

Workforce Utilization Analysis

Answer 13

A process of classifying protected-class members by number and by the type of job they hold within the organization.

Question 14

Charge Form

Answer 14

A discrimination complaint filed with the EEOC by employees or job applicants.

Question 15

Affirmative Action

Answer 15

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.

Question 16

Chief Diversity Officer (CDO)

Answer 16

A top executives responsible for implementing a firm’s diversity efforts.

Question 17

Reverse Discrimination

Answer 17

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

Question 18

Equal Pay Act of 1963

Answer 18

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

Question 19

Title VII of Civil Rights Act of 1964 (amended in 1972, 1991, 1994, and 2009)

Answer 19

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

Question 20

Age Discrimination in Employment Act of 1967 (Amended in 1986 and 1990)

Answer 20

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

Question 21

Equal Employment Opportunity Act of 1972

Answer 21

Amended Title VII 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.

Question 22

Pregnancy Discrimination Act of 1978

Answer 22

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.

Question 23

Americans with Disabilities Act of 1990 (amended in 2008)

Answer 23

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.

Question 24

Civil Rights Act of 1991

Answer 24

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.

Question 25

Uniformed Services Employment and Reemployment Rights Act of 1994 (amended in 1998, 2004 and 2008)

Answer 25

Protects the employment rights of individuals who enter the military for short periods of service.

Question 26

Don’t Ask Don’t Tell Repeal Act of 2010

Answer 26

Bars discrimination against military personnel based on their sexual orientation.