Chapter 3 - Equal Employment Opportunity and Human Resource Management

Question 1

A concept that refers to the REJECTION of a significantly higher percentage of a PROTECTED CLASS for employment, placement, or promotion when compared with the successful, nonprotected class (UNINTENTIONALLY)

Answer 1

Adverse Impact

Question 2

A policy that goes BEYOND EEO by requiring organization to comply with the law and CORRECT any PAST DISCRIMINATORY practices by INCRREASING the numbers of minorities and women in specific positions.

Answer 2

Affirmative Action

Question 3

Suitable defense against a discrimination charge ONLY when age, religion, sex, or national origin is an actual qualification for performing the job (business necessity)

Answer 3

Bona Fide Occupational Qualification (BFOQ)

Question 4

A work-related practice that is NECESSARY to the safe and efficient operation of an organization

Answer 4

Business Necessity

Question 5

A discrimination COMPLAINT filed with the EEOC by employees or job applicants

Answer 5

Charge Form

Question 6

A top executive responsible for implementing a firm’s diversity efforts

Answer 6

Chief Diversity Officer

Question 7

Any person who has:

1. Has a PHYSICAL or MENTAL impairment that substantially limits one more of the person’s major life activities
2. Has a RECORD of such impairment
3. Is regarded as having such an impairment

Answer 7

Disabled Individual

Question 8

A situation in which protected class members receive unequal treatment or are evaluated by different standards (INTENTIONALLY)

Answer 8

Disparate Treatment

Question 9

An employer information report that must be filed annually by employers of 100 or more employees (except state and local Gov’t Employers) and government contractors and subcontractors to determine an employer’s workforce composition

Answer 9

EEO-1 Report

Question 10

The treatment of individuals in all aspects of employment-hiring promotion, training, etc. - in fair and nonbiased manner

Answer 10

Equal Employment Opportunity

Question 11

State and local laws governing equal employment opportunity that are often more comprehensive than federal laws and apply to small employers

Answer 11

Fair Employment Practices

Question 12

A rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings

Answer 12

Fourth-Fifths Rule

Question 13

Individuals of a minority Race, Women, Older People, and those with Disabilities who are covered by federal laws on EEO

Answer 13

Protected Classes

Question 14

An attempt by employers to adjust, without undue hardship, the WORKING CONDITIONS or schedules of employees with disabilities or religious preferences

Answer 14

Reasonable Accommodation

Question 15

The act of giving preference to members of PROTECTED CLASSES to the extent that unprotected individuals believe they are SUFFERING discrimination

Answer 15

Reverse Discrimination

Question 16

Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in working environment

Answer 16

Sexual Harassment

Question 17

A procedural document published in the Federal Register to help employers comply with federal regulations against discriminatory actions

Answer 17

Uniform Guidelines on Employee Selection Procedures

Question 18

A process of classifying protected-class members by number and by the type of job they hold within the organization AGAINST the surrounding LABOR MARKET

Answer 18

Workforce Utilization Analysis

Type of Process

Question 19

Adverse Impact

Answer 19

A concept that refers to the REJECTION of a significantly higher percentage of a PROTECTED CLASS for employment, placement, or promotion when compared with the successful, nonprotected class.

Question 20

Affirmative Action

Answer 20

A policy that goes BEYOND EEO by requiring organization to comply with the law and CORRECT any PAST DISCRIMINATORY practices by INCRREASING the numbers of minorities and women in specific positions.

Question 21

Bona Fide Occupational Qualification (BFOQ)

Answer 21

Suitable defense against a discrimination charge ONLY when age, religion, sex, or national origin is an actual qualification for performing the job (business necessity)

Question 22

Disparate Treatment

Answer 22

A situation in which protected class members receive unequal treatment or are evaluated by different standards (INTENTIONALLY)

Question 23

EEO-1 Report

Answer 23

An employer information report that must be filed annually by employers of 100 or more employees (except state and local Gov’t Employers) and government contractors and subcontractors to determine an employer’s workforce composition