Chapter 3 - Equal Employment Opportunity Flashcards
Define “Protected Characteristics”.
-Individual attributes that are protected under EEO laws and regulations.
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Define “Equal Employment Opportunity”.
-Employment that is not affected by illegal discrimination.
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Define “Status-Blind”.
Employment decisions that are made without regard to individuals’ personal characteristics.
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Define “Disparate Treatment”.
-Occurs when individuals with particular characteristics that are not job-related are treated differently from others.
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Define “Disparate Impact”.
-Occurs when an employment practice that does not appear to be discriminatory adversely affects those with a particular characteristic so that they are substantially underrepresented as a result of employment decisions that work to their advantage.
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Define “Business Necessity”.
-A practice necessary for safe and efficient organizational operations.
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Define “BFOQ”.
-Bona fide occupational qualification
-Characteristic providing a legitimate reason an employer can exclude persons on otherwise illegal bases of consideration.
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Define “Burden of Proof”.
-What individuals who file suit against employers must prove to establish that illegal discrimination has occurred.
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Define “Retaliation”.
-Punitive actions taken by employers against individuals who exercise their legal rights.
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Define “Affirmative Action”.
-Proactive employment practices to compensate for historical discrimination against women, minorities, and individuals with disabilities.
Page 79
Define “AAP”.
-Affirmative Action Plan
-A document that outlines proactive steps the organization will take to attract and hire members of underrepresented groups.
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Define “Pay Equity”.
-The idea that pay for jobs requiring comparable levels of knowledge, skill, and ability should be similar, even if actual duties differ significantly.
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Define “Glass Ceiling”.
-Discriminatory practices that have prevented women and minorities from advancing to executive-level jobs.
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Define “Nepotism”.
-The practice of allowing relatives to work for the same employer.
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Define “Sexual Harassment”.
-Unwelcome verbal, visual, or physical conduct of a sexual nature that is severe and affects working conditions or creates a hostile work environment.
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Define “Quid Pro Quo”.
-“This for that.”
-A form of sexual harassment involving an exchange of an employment outcome for a sexual favor.
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Define “Hostile Environment”.
-Sexual harassment that occurs when an individual’s work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions.
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Define “Person With a Disability”.
-Someone who has a mental or physical challenge that greatly reduces the ability to perform important life functions, who possesses a record of such a challenge, or who is thought to have such a challenge.
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Define “Essential Job Functions”.
-Fundamental job duties
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Define “Reasonable Accommodation”.
-A modification to a job or work environment that gives a qualified individual an equal employment opportunity to perform.
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Define “Undue Hardship”.
-Significant difficulty or expense imposed on an employer when making an accommodation for individuals with disabilities.
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Define “Phased Retirement”.
-An approach that enables employees to gradually reduce their workloads and pay levels.
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