CSR Flashcards
Ethical universalism (global)
there are fundamental principles that apply across cultures and that global organizations must apply these principles when making decisions in a country, without regard to local ethical norms
Cultural relativism (local)
ethical behavior is determined by local culture, laws, and business practices
Triple bottom line for CSR
Economic
Environmental
Social - ethics, staffing, environmental, human rights, community, society, compliance
3 P’s
People
Planet
Profit
CSR maturity curve
compliance - ‘checkbox’ to comply with laws, tactical
integration- state of self eval/enlightenment,
Transformation- redefining org and differentiating your company
Governance
system of rules and processes organization puts in place to ensure compliance
if governance lacks, stakeholders may play role
Spheres of sustainability
Planet (environmental)
profits (economic) - generating revenue
People (social) - employees, preservation
Sustainability sweet spot
Business interests crossed with public interests (Venn diagram)
Can generate new products, processes, markets, business models
OECD
voluntary guidelines that cover disclosure, human rights, employment/industrial relations
GRI standards
Global reporting initiative
standard for reporting results of sustainability programs
Need to measure same way as other organizations
Covers environmental, economic and social topics
CSR Strategic process
begins w/ Executive commitment (different from other cycles in SHRM)
Assessment
Infrastructure Creation
Implementation- set strategy, priorities, objectives, implement plan
Implementing Compliance program
Evaluation
Reassessment and revision - eval of where you are on maturity curve
EPLI
protects against risk of heavy financial losses resulting from employment claims and lawsuits
Disparate treatment
direct discrimination
Disparate/adverse impact
a system inadvertently discriminates against a group of people
Title VII of Civil Rights Act of 1964
illegal to discriminate based on race, color, religion, sex, national origin
protects in recruiting/hiring, classification, compensation, any terms/conditions of employment
exceptions: seniority systems, BFOQs, work-related requirements, affirmative action plans (if you’ve been dinged for discrimination, fed gov’t will mandate certain amount of underrepresented populations brought into your organization)
EEO Act
gives EEOC authority to back up its findings and conduct enforcement litigation
PDA
makes employers treat pregnancy the same way as any other temporary disability
Uniform Guidelines on EE Selection Procedure
assists employer in complying with TItle VII, Exex Order 11246, other EEO requirements
COvers all aspects of the selection process
Adverse impact: rate for protected class less than 80% than group with highest selection rate
Griggs v Duke Power
Foundation for disparate impact
“neutral position” still required entry level staff have HS education, and pass a test
Phillips v. Martin Marietta
Applied sex discrimination provisions of Title VII to employment decisions
woman told she couldn’t get job because she had young children
Civil Rights Act of 1991
allows jury trials when plaintiff seeks punitive damages
ADEA
prohibits employment discrimination against people over 40, mandatory retirement based on age (w/ limited exceptions)
Covers ERs w/ 20+ EEs
Unions w/ 25+ members
employment agencies, apprenticeships, training programs
Exceptions to ADEA
seniority or benefit plans
Discipline/term for good cause
EE is top exec or policy maker
ADAAA
Makes it easier to meet definition of disability
Includes 9 rules of construction - more specifics on definition
ID’s several impairments that always meet definition of disability
expands ADA list of major life functions
Faragher v City of Boca Raton
BUrlington INdustries Inc v Ellerth
Determine vicarious liability - employer is responsible for its managers discriminatory/predatory harassment behavior
