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HR Management > Chapter 3: Equal Employment Opportunity > Flashcards

Chapter 3: Equal Employment Opportunity Flashcards

1
Q

Individual attributes such as race, age, sex, disability, or religion that are protected under EEO laws and regulations

A

Protected characteristics

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2
Q

EEO

A

Equal Employment Opportunity

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3
Q

Employment that is not affected by illegal discrimination

A

Equal Employment Opportunity

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4
Q

Decisions made without regard to individuals’ personal characteristics

A

Status-blind

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5
Q

EEOC

A

Equal Employment Opportunity Commission

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6
Q

DOL

A

Department of Labor

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7
Q

OFCCP

A

Office of Federal Contract Compliance Programs

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8
Q

2 main enforcement bodies for EEO

A

Equal Employment Opportunity Commission and the U.S. Department of Labor

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9
Q

Enforces employment laws for employers in both private and public workplaces

A

Equal Employment Opportunity Commission

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10
Q

Broad enforcement power and oversees compliance with many employment-related laws

A

U.S. Department of Labor

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11
Q

Enforces employment requirements set out by executive orders for federal contractors and subcontractors

A

Office of Federal Contract Compliance Programs

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12
Q

2 types of unlawful employment discrimination

A

Disparate treatment and disparate impact

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13
Q

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

A

Disparate treatment

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14
Q

Occurs when an employment practice that does not appear to be discriminatory adversely affects individuals with a particular characteristic so that they are substantially underrepresented as a result of employment decisions that work to their disadvantage

A

Disparate impact

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15
Q

Griggs v. Duke Power (1971)

A

Lack of intent is not sufficient for an employer to prove that a practice is lawful

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16
Q

Practice necessary for safe and efficient organizational operations

A

Business necessity

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17
Q

Provides a legitimate reason an employer can use to exclude persons on otherwise illegal bases of consideration

A

Bona fide occupational qualification (BFOQ)

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18
Q

BFOQ

A

Bona fide occupational qualification

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19
Q

Establish that illegal discrimination has occurred

A

Burden of proof

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20
Q

Occurs when employers take punitive actions against individuals who exercise their legal rights

A

Retaliation

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21
Q

The keystone of antidiscrimination employment legislation

A

Civil Rights Act of 1964

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22
Q

What is Title VII of the Civil Rights Act of 1964 about?

A

Employment section

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23
Q

Requires that employers show that an employment practice is job related for the position and consistent with business necessity

A

Civil Rights Act of 1991

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24
Q

Proactive employment practices to compensate for historical discrimination against women, minorities, and individuals with disabilities

A

Affirmative action

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25
Q

What are federal contractors required to develop and maintain?

A

Affirmative action program

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26
Q

AAP

A

Affirmative action program

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27
Q

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

A

Affirmative action program

28
Q

What was the original purpose of the Civil Rights Act of 1964?

A

To address race discrimination in the U.S.

29
Q

Names and other identifying characteristics of applicants are deleted from candidate documents

A

Anonymous application procedures

30
Q

Is it recommended that employers adopt policies against harassment of any type?

A

Yes

31
Q

PDA

A

Pregnancy Discrimination Act

32
Q

Why did the Pregnancy Discrimination Act of 1978 amend Title VII?

A

To require that employers treat maternity leave the same as other personal or medical leaves

33
Q

FMLA

A

Family and Medical Leave Act

34
Q

Requires that qualified individuals be given up to 12 weeks of unpaid family leave and also requires that those taking family leave be allowed to return to jobs

A

The Family and Medical Leave Act

35
Q

ADAAA

A

The American with Disabilities Act Amendments Act

36
Q

Expanded the definition of a disability to include lass permanent and serious physical and mental issues, which can be interpreted to cover pregnancies

A

The American with Disabilities Act Amendments Act

37
Q

Law that eliminates the statute of limitations for employees who file pay discrimination claims under the Equal Pay Act

A

The Lilly Ledbetter Fair Pay Act

38
Q

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

A

Pay equity

39
Q

What has pay equity also been called in earlier cases?

A

Comparable worth

40
Q

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

A

Glass ceiling

41
Q

Is there a federal law prohibiting discrimination on the basis of sexual orientation?

A

No

42
Q

Practice of allowing relatives to work for the same employer

A

Nepotism

43
Q

Unwelcome verbal, visual, or physical conduct of a sexual nature that is severe and affects working conditions or creates a hostile work environment

A

Sexual harassment

44
Q

Sexual harassment that links employment outcomes to the granting of sexual favors

A

Quid pro quo

45
Q

Sexual harassment that occurs when an individual’s work performance or psychological well-being is unreasonably affect by intimidating or offensive working conditions

A

Hostile environment

46
Q

Represents the earliest law regarding individuals with disabilities

A

The Rehabilitation Act

47
Q

ADA

A

Americans with Disabilities Act

48
Q

Fundamental job duties

A

Essential job functions

49
Q

A modification to a job or work environment that gives a qualified disabled individual an equal employment opportunity to perform

A

Reasonable accommodation

50
Q

Significant difficulty or expanse imposed on an employer when making an accommodation for individuals with disabilities

A

Undue hardship

51
Q

ADEA

A

The Age Discrimination in Employment Act

52
Q

Prohibits discrimination in terms, conditions, or privileges of employment against all individuals ago 40 or older employed by organizations having 20 or more workers

A

The Age Discrimination in Employment Act of 1967

53
Q

Individuals must show that age was the “but-for” trigger of a particular personnel decision

A

Gross v. FBL Financial Services

54
Q

Approach that enables employees to gradually reduce their workloads and pay levels

A

Phased retirement

55
Q

ICE

A

Immigration and Customs Enforcement

56
Q

Commonly called the I-9 form

A

Employment Eligibility Verification

57
Q

B1 Visa

A

Business visitors

58
Q

H-1B Visa

A

Professional or specialized workers

59
Q

L-1 Visa

A

Intra-company transfers

60
Q

O-1A Visa

A

Foreigners who have special skill sets that place them at the apex of their professions

61
Q

USERRA

A

Uniformed Services Employment and Reemployment Rights Act

62
Q

Federal contractors are supposed to provide employment opportunities for veterans based on percentage benchmarks that are not related to quotas

A

The Vietnam Era Veterans Readjustment Assistance Act of 1974

63
Q

Employees are required to notify their employers of military service obligations

A

The Uniformed Services Employment and Reemployment Rights Act

64
Q

3 components of diversity training programs

A

Legal awareness, cultural awareness, and sensitivity training

65
Q

The training focuses on the legal implications of discrimination

A

Legal awareness

66
Q

Organizations hope to build greater understanding of the differences among people

A

Cultural awareness

67
Q

To “sensitize” people to the differences among them and how their words and behaviors are seen by others

A

Sensitivity training

HR Management (14 decks)

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