Exam 1 - Chapter 3 Flashcards
What does EEO stand for?
Equal Employment Opportunity
Equal Employment Opportunity
The treatment of individuals
in a fair and nonbiased manner
with respect to all aspects of employment
What are the 3 things that came from Government Regulation of EEO?
- Equal Pay act of 1963
- Title VII of Civil Rights Act of 1964 (amended in 1972, 1991, and 1994)
- Age Discrimination in Employment Act of 1967 (amended in 1986 and 1990)
Equal Pay act of 1963 =
equal pay for equal work, regardless of sex
Title VII of Civil Rights Act of 1964 (amended in 1972, 1991, and 1994)
Prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin
Age Discrimination in Employment Act of 1967 (amended in 1986 and 1990)
Prohibits private and public employers from discrimination against people 40 years of age or older in any area of employment because of age
(2) Exemptions From Anti-discrimination Regulations
- Bona Fide Occupational Qualification (BFOQ)
2. Business Necessity
Bona Fide Occupational Qualification (BFOQ)
Suitable defense against a discrimination charge only where age, religion, sex, or national origin is an actual qualification for performing the job
Business Necessity
Work-related practice that is necessary to the safe and efficient operation of an organization.
What is the adverse impact the government regulations has?
Disparate treatment
What is Disparate treatment
is a way to prove illegal employment discrimination. An employee who makes a disparate treatment claim alleges that he or she was treated differently than other employees who were similarly situated, and that the difference was based on a protected characteristic.
_____ _______ is a way to prove illegal employment discrimination. An employee who makes a disparate treatment claim alleges that he or she was treated differently than other employees who were similarly situated, and that the difference was based on a protected characteristic.
Disparate treatment
What is The Four-Fifths Rule
A rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings.
What are the 4 things does The Four-Fifths Rule include
- Numbers hired
- Selection Ratio
- Minority Selection Ratio / Majority Selection Ratio
- Adverse Impact
compared to Blacks, Hispanics, Whites
Reverse Discrimination
The act of giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering discrimination.
What are another 3 Government Regulation of EEO includes
- Pregnancy Discrimination Act of 1978
prohibits employers from discriminating on the basis of pregnancy, childbirth, or related medical conditions - Genetic Information Nondiscrimination Act (GINA)
prohibits employers from making hiring, firing, or promotional decisions based on genetic test results. - Americans with Disabilities Act of 1990 (ADA) and ADA Amendment Acts of 2008 (ADAAA)
Pregnancy Discrimination Act of 1978
prohibits employers from discriminating on the basis of pregnancy, childbirth, or related medical conditions
Genetic Information Nondiscrimination Act (GINA)
prohibits employers from making hiring, firing, or promotional decisions based on genetic test results.
Americans with Disabilities Act of 1990 (ADA) and ADA Amendment Acts of 2008 (ADAAA)
prohibits discrimination against persons with disabilities
What Is a “Disability”(3) ?
The Americans With Disabilities Act defines a disability as:
- A physical or mental impairment that substantially limits one or more of the major life activities.
- A record of such impairment.
- Being regarded as having such an impairment.
Reasonable Accommodation
Attempt by employers to adjust, without undue hardship, the working conditions or schedules
of employees with disabilities or religious preferences
Sexual Harassment (under Title VII)
Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment
An employer may also be considered guilty of ____ _____
sexual harassment
Types of Sexual Harassment
- Quid Pro Quo
2. Hostile Environment
Quid Pro Quo
“Quid pro quo” harassment takes place when a supervisor requires sex, sexual favors, or sexual contact from an employee/job candidate as a condition of their employment.
Hostile Environment
“Hostile work environment” sexual harassment occurs when an employee is subject to unwelcome advances, sexual innuendos, or offensive gender-related language that is sufficiently severe or pervasive from the perspective of a reasonable person of the same gender as the offended employee.
General Implications
Monitor all personnel decisions
Business necessity
Job-relatedness
(this was after the sexual harassment slides not sure wuts it about)
Which one is intentional
A. Adverse impact
B. Disparate Treatment
B
Which one has discrimination
A. Adverse Impact
B. Disparate Treatment
C. All of above
C. All of above
