Chapter 3 - Equal Employment Opportunity

Question 1

Define “Protected Characteristics”.

Answer 1

-Individual attributes that are protected under EEO laws and regulations.
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Question 2

Define “Equal Employment Opportunity”.

Answer 2

-Employment that is not affected by illegal discrimination.

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Question 3

Define “Status-Blind”.

Answer 3

Employment decisions that are made without regard to individuals’ personal characteristics.
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Question 4

Define “Disparate Treatment”.

Answer 4

-Occurs when individuals with particular characteristics that are not job-related are treated differently from others.
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Question 5

Define “Disparate Impact”.

Answer 5

-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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Question 6

Define “Business Necessity”.

Answer 6

-A practice necessary for safe and efficient organizational operations.
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Question 7

Define “BFOQ”.

Answer 7

-Bona fide occupational qualification
-Characteristic providing a legitimate reason an employer can exclude persons on otherwise illegal bases of consideration.
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Question 8

Define “Burden of Proof”.

Answer 8

-What individuals who file suit against employers must prove to establish that illegal discrimination has occurred.
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Question 9

Define “Retaliation”.

Answer 9

-Punitive actions taken by employers against individuals who exercise their legal rights.
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Question 10

Define “Affirmative Action”.

Answer 10

-Proactive employment practices to compensate for historical discrimination against women, minorities, and individuals with disabilities.
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Question 11

Define “AAP”.

Answer 11

-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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Question 12

Define “Pay Equity”.

Answer 12

-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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Question 13

Define “Glass Ceiling”.

Answer 13

-Discriminatory practices that have prevented women and minorities from advancing to executive-level jobs.
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Question 14

Define “Nepotism”.

Answer 14

-The practice of allowing relatives to work for the same employer.
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Question 15

Define “Sexual Harassment”.

Answer 15

-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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Question 16

Define “Quid Pro Quo”.

Answer 16

-“This for that.”
-A form of sexual harassment involving an exchange of an employment outcome for a sexual favor.
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Question 17

Define “Hostile Environment”.

Answer 17

-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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Question 18

Define “Person With a Disability”.

Answer 18

-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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Question 19

Define “Essential Job Functions”.

Answer 19

-Fundamental job duties

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Question 20

Define “Reasonable Accommodation”.

Answer 20

-A modification to a job or work environment that gives a qualified individual an equal employment opportunity to perform.
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Question 21

Define “Undue Hardship”.

Answer 21

-Significant difficulty or expense imposed on an employer when making an accommodation for individuals with disabilities.
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Question 22

Define “Phased Retirement”.

Answer 22

-An approach that enables employees to gradually reduce their workloads and pay levels.
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