Chapter 3 Flashcards
Protected Characteristics
Indivigual attributes that are protected under EEO laws and regulations
The 11 Factors Employers cannot base hiring decisions off of
Age Color Disability Genetic information Martial Status Military status National Origin Pregnancy Race Religion Sexual Orientation`
Equal Employement Oppourtunity
Employement that is not affected by illegal descrimmination
Status-Blind
Employement decisions that are made without regard to indiviguals’ personal characteristics
What are th top 3 descriminatory charges filed?
- Race 36%
- Sex 31%
- Disability 22.4%
Disparate Treatment
Occurs when indiviguals with particular characteristics that are not job related are treated differently from others
Disparate impact
Occurs when an emplyement practice that does not appear to be discrimanentory adversely affects iniviguals with a particular characteristic so that they are substantially underrepresenteated as a reseult of employement descisions that work to their advantage.
Business Necessity
A practice necessary for safe and efficient organizational operations
4 EEO Concepts
- Business Necessity Job Relatedness
- Bona Fide Occupational Qualification (BFOQ)
- Burden of Proof
- Nonretaliatory Practices
Bona Fide Occupational Qualification (BFOQ)
Characteristic providing a legitimate reason an employer can exclude persons on otherwise illegal bases of consideration
Burden of Proof
What indiviguals who file suit against employers must prove to establish that illegal discrimination has occurred
Retaliation
Punitive actions taken by employers against indiviguals who excersize their legal rights
What actions must employers take to avoid retaliation?
- Create and disseminate an antiretaliation policy
- Train supervisors on what retaliation is
- Review all performance evaluation and discipline records
- Conduct a thorough investigation and document claims and results
- Take appropriate action when a retaliation occurs
Affirmative Action
Proactive employement practices to compensate for historical discrimination against women, minorities, and indiviguals with disabilities
Affirmative Action Program
A document that outlines proactive steps the organization will take to attract and hire members of underrepresented groups
Pay Equity
The idea that pay for jobs requiring comparable levels of knowledge, skill, and ability should be similar, evn if actual duties differ significantly
Glass Ceiling
Discriminatory practices that have prevented women and minority status employees from advancing to executive-level jobs
Nepotism
Practice of allowing relatives to work for the same employer
Srxual harassment
unwelcome verbal, visual, or phsyical conduct of a sexual nature that is severe and affects working conditions or creates a hostile environment
Quid Pro Quo
sexual harrassment that links sexual favors to outcoimes of employement
Hostile environment
sexual harrasment occurs when a persons work performance or psychological well-being is unreasonably affected by intimidating or offensive language.
Person with a disability
Someone wh has a mental or physical challeneg that greatly reduces the ability to do normal life functions
ADA
Americans with disabilities Act
Essential job functions
fundamental job duties
Reasonable accomodation
A modification to a job or work environment that gives a qualified indigual an equal employement oppourtunity to perform
Undue Hardship
Significant difficulty or expense imposed on an employer when making an accomodatioin for indiviguals with disabilities
Reasonable accomodations
Modified work schedules Special equipment Job Restructuring Job Reassignment Employer-Provided Assistance Additional Training Time
Phased Retirement
Approach that enables employees to gradually reduce work load and pay levels
