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HRM > Chapter 3 > Flashcards

Chapter 3 Flashcards

1
Q

Protected Characteristics

A

Indivigual attributes that are protected under EEO laws and regulations

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2
Q

The 11 Factors Employers cannot base hiring decisions off of

A 
Age
Color
Disability
Genetic information
Martial Status
Military status
National Origin
Pregnancy
Race
Religion
Sexual Orientation`
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3
Q

Equal Employement Oppourtunity

A

Employement that is not affected by illegal descrimmination

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4
Q

Status-Blind

A

Employement decisions that are made without regard to indiviguals’ personal characteristics

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5
Q

What are th top 3 descriminatory charges filed?

A
  1. Race 36%
  2. Sex 31%
  3. Disability 22.4%
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6
Q

Disparate Treatment

A

Occurs when indiviguals with particular characteristics that are not job related are treated differently from others

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7
Q

Disparate impact

A

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.

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8
Q

Business Necessity

A

A practice necessary for safe and efficient organizational operations

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9
Q

4 EEO Concepts

A
  1. Business Necessity Job Relatedness
  2. Bona Fide Occupational Qualification (BFOQ)
  3. Burden of Proof
  4. Nonretaliatory Practices
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10
Q

Bona Fide Occupational Qualification (BFOQ)

A

Characteristic providing a legitimate reason an employer can exclude persons on otherwise illegal bases of consideration

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11
Q

Burden of Proof

A

What indiviguals who file suit against employers must prove to establish that illegal discrimination has occurred

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12
Q

Retaliation

A

Punitive actions taken by employers against indiviguals who excersize their legal rights

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13
Q

What actions must employers take to avoid retaliation?

A
  1. Create and disseminate an antiretaliation policy
  2. Train supervisors on what retaliation is
  3. Review all performance evaluation and discipline records
  4. Conduct a thorough investigation and document claims and results
  5. Take appropriate action when a retaliation occurs
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14
Q

Affirmative Action

A

Proactive employement practices to compensate for historical discrimination against women, minorities, and indiviguals with disabilities

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15
Q

Affirmative Action Program

A

A document that outlines proactive steps the organization will take to attract and hire members of underrepresented groups

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16
Q

Pay Equity

A

The idea that pay for jobs requiring comparable levels of knowledge, skill, and ability should be similar, evn if actual duties differ significantly

17
Q

Glass Ceiling

A

Discriminatory practices that have prevented women and minority status employees from advancing to executive-level jobs

18
Q

Nepotism

A

Practice of allowing relatives to work for the same employer

19
Q

Srxual harassment

A

unwelcome verbal, visual, or phsyical conduct of a sexual nature that is severe and affects working conditions or creates a hostile environment

20
Q

Quid Pro Quo

A

sexual harrassment that links sexual favors to outcoimes of employement

21
Q

Hostile environment

A

sexual harrasment occurs when a persons work performance or psychological well-being is unreasonably affected by intimidating or offensive language.

22
Q

Person with a disability

A

Someone wh has a mental or physical challeneg that greatly reduces the ability to do normal life functions

23
Q

ADA

A

Americans with disabilities Act

24
Q

Essential job functions

A

fundamental job duties

25
Q

Reasonable accomodation

A

A modification to a job or work environment that gives a qualified indigual an equal employement oppourtunity to perform

26
Q

Undue Hardship

A

Significant difficulty or expense imposed on an employer when making an accomodatioin for indiviguals with disabilities

27
Q

Reasonable accomodations

A 
Modified work schedules
Special equipment
Job Restructuring
Job Reassignment
Employer-Provided Assistance
Additional Training Time
28
Q

Phased Retirement

A

Approach that enables employees to gradually reduce work load and pay levels

HRM (4 decks)

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