Chapter 3 - Equal Employment Opportunity and Human Resource Management Flashcards
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)
Adverse Impact
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.
Affirmative Action
Suitable defense against a discrimination charge ONLY when age, religion, sex, or national origin is an actual qualification for performing the job (business necessity)
Bona Fide Occupational Qualification (BFOQ)
A work-related practice that is NECESSARY to the safe and efficient operation of an organization
Business Necessity
A discrimination COMPLAINT filed with the EEOC by employees or job applicants
Charge Form
A top executive responsible for implementing a firm’s diversity efforts
Chief Diversity Officer
Any person who has:
- Has a PHYSICAL or MENTAL impairment that substantially limits one more of the person’s major life activities
- Has a RECORD of such impairment
- Is regarded as having such an impairment
Disabled Individual
A situation in which protected class members receive unequal treatment or are evaluated by different standards (INTENTIONALLY)
Disparate Treatment
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
EEO-1 Report
The treatment of individuals in all aspects of employment-hiring promotion, training, etc. - in fair and nonbiased manner
Equal Employment Opportunity
State and local laws governing equal employment opportunity that are often more comprehensive than federal laws and apply to small employers
Fair Employment Practices
A rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings
Fourth-Fifths Rule
Individuals of a minority Race, Women, Older People, and those with Disabilities who are covered by federal laws on EEO
Protected Classes
An attempt by employers to adjust, without undue hardship, the WORKING CONDITIONS or schedules of employees with disabilities or religious preferences
Reasonable Accommodation
The act of giving preference to members of PROTECTED CLASSES to the extent that unprotected individuals believe they are SUFFERING discrimination
Reverse Discrimination
Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in working environment
Sexual Harassment
A procedural document published in the Federal Register to help employers comply with federal regulations against discriminatory actions
Uniform Guidelines on Employee Selection Procedures
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
Workforce Utilization Analysis
Type of Process
Adverse Impact
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.
Affirmative Action
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.
Bona Fide Occupational Qualification (BFOQ)
Suitable defense against a discrimination charge ONLY when age, religion, sex, or national origin is an actual qualification for performing the job (business necessity)
Disparate Treatment
A situation in which protected class members receive unequal treatment or are evaluated by different standards (INTENTIONALLY)
EEO-1 Report
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
