Legal Process

Question 1

Grievance system

Answer 1

Employees take their complaints to an internal committee that makes a decision regarding the complaints

Question 2

Mediation

Answer 2

Employees and the org. meet with a neutral third party who tries to help reach a mutually agreed upon solution

Question 3

Arbitration

Answer 3

Two sides present their case to a neutral third party who then makes a decision as to which side is right

• Binding: must adhere to the arbitrator’s decision and cannot appeal decision to court
• Nonbinding: parties can either accept the decision or take the case to court

Question 4

Adverse Impact

Answer 4

Particular employment decision results in negative consequences more often for members in one sex, race, national origin, etc. than of another

Question 5

Four-fifths rule

Answer 5

Percentage of applicants hired from one group is compared to the percentage of applicants hired in the most favored group

Question 6

Gender pioneers

Answer 6

Sole representative of their gender

Question 7

Gender Isolates

Answer 7

Small minority of employees in a particular work setting

Question 8

Types of Harassment

Answer 8

> Quid Pro Quo

• granting sexual favors is tied to such employment decisions
• single incident is enough

> Hostile Environment

• sexual harassment occurs when an unwanted pattern of conduct related to gender unreasonably interferes with an individual’s work performance
• any pattern based on gender that causes discomfort to the employee

Question 9

Affirmative action strategies

Answer 9

• Monitor Hiring and Promotion Stats (compare percentages of women and minorities in the org. with the percentages of women and minorities in the qualified workforce)
• intentional recruitment of minority applicants
• identification and removal of employment practices working against minority applicants and employees
• Preferential hiring and promotion of minorities

Question 10

Privacy Issues

Answer 10

> Drug testing
-must be based on reasonable suspicion and with just cause
Office and locker search
-allowed as long as reasonable and with cause
Psychological tests
-Illegal if questions unnecessarily invade the privacy of an applicant
Electronic surveillance
-monitor employee behavior, email, internet usage and telephone conversation