Chp 2: TA Flashcards
Title 7 (Vii)
Introduced protected classes.
Protects employees from discrimination against race, color, sex, religion & origin
EEOC
Equal Employment Opportunity Commission.
Mandates equal opportunities for ALL Americans.
Disparate Treatment
Organization treats workers differently.
Pregnancy Discrimination Act (PDA, 1978)
Discrimination against women based on pregnancy, childbirth, or related medical based on pregnancy conditions is UNLAWFUL.
Applies to orgs w/ 15+ workers.
AGE DISCRIMINATION EMPLOYMENT ACT (ADEA, 1967)
Prohibits discrimination against workers 40 years+. Can not force retirement or benefits.
Genetic information, non-discrimination act (GINA, 2008)
Prohibits orgs from discriminating against workers, or their FAMILY members in any terms or conditions of Title 7.
Org can not request, require or purchase genetic information of worker. Minus the use of wellness programs authorized by worker!
Comparable worth
Both men and women should be compensated equally for work requiring same skills & efforts
Equal pay act (EPA, 1963)
Prohibits discrimination based on gender protects individuals of all sexes. Enforced by the EEOC
Rehabilitation act (REHAB ACT, 1973)
Prohibits discrimination based on disabilities. NO minimum number of workers for this to be enforced.
Section 501: prohibits discrimination of workers in federal sector, i.e. post office, workers
Section 503: prohibits orgs with federal contracts to discriminate against applicants and employees with disabilities
Section 504: for any program conducted by a federal agency. No discrimination against workers with disabilities.
Americans with disabilities act (ADA, 1990)
Prohibits discrimination against people with disabilities in employment (hiring, firing, reasonable accommodations), transportation, etc
Affirmative action plan, (AAP)
A written document that promotes equal employment for minorities. Use company data to determine which under represented groups should be recruited, hired and supported.
Orgs should update annually.
Reasonable accommodation 
A modification or adjustment to job or the work environment. Enables QUALIFIED disabled worker to have an equal opportunity to get/do a job.
Undue hardship
Providing an accommodation to qualified worker with disabilities would be an extensive cost, significant difficulty or alter the nature of operations in the biz.
Org must TRY.
Job Specification
A statement showing what skills a candidate must possess to be hired 
Job description
A summary of what an employee will do after getting hired 
professional employer organization, (PEO)
Operates as an orgs HR department. PEO Becomes the employer of record, and leases the employees back to the organization.
PEO provide full service HR, payroll and benefits services
Outsourcing
Moving an entire function out of the org, to be handled by a company that specializes in the process.
Labor market analysis
looks at economic indicators, and other factors that impact availability of those individuals.
Succession planning
Identifies individuals in the org, with a talent and ability to move into sr. mngmnt and executive roles in 1-5yrs.
Replacement charts
Helps HR identify staffing needs by categorizing current employees into four categories;
1. ready for promotion
2. Develop for future promotion
3. Satisfaction in current position
4. Replace employee
Adverse Impact
Occurs when the selection rate for a protected class is less than 4/5 or 80% of the group with the highest hire rate.
Average Bias (central tendency)
Interviewer has difficulty deciding who is best. Rates all candidates the same.
Contrast bias
Occurs when an interviewer compares candidates to each other
Cultural noise, bias 
Candidate answering questions based on what they think will get them the job.
Giving answers they believe the interviewer wants to hear 
First impression bias
Can work in or against the candidates favor 
Gut feeling biased
Interviewer relies on an intuitive feeling that the candidate is good/bad fit without looking at criteria to verify 
