Midterms Flashcards
A branch of the Department of Labor
charged with investigating and prosecuting
complaints of employment discrimination.
EQUAL EMPLOYMENT OPPORTUNITY
COMMISSION (EEOC)
THE LEGAL PROCESS
Grievance system
Mediation
Arbitration
Binding arbitration
Non-binding arbitration
how discrimination complaints will be
handled internally.
The legal process
● a process in which an employee
files a complaint with the
organization and a person or
committee within the organization
makes a decision regarding the
complaint.
● Employees take their complaints to
an internal committee that makes a
decision regarding the complaints.
If employees do not like the
decision, they can then take their
complaints to the EEOC.
Grievance system
● a method of resolving conflict in
which a neutral third party is asked
to help the two parties reach an
agreement.
● Employees and the organization
meet with a neutral third party who
tries to help the two sides reach a
mutually agreed upon resolution.
Mediation
● a method of resolving conflicts in
which a neutral third party is asked
to choose which side is correct.
● The two sides present their case to
a neutral third party who then
makes a decision as to which side
is right.
differ in that the neutral third party
helps the two sides reach an
agreement in mediation, whereas in
arbitration, the neutral third party.
Arbitration
a method of resolving
conflict in which a neutral third party is asked
to choose which side is correct and in which
neither party is allowed to appeal the
decision.
Binding arbitration
- a method of
resolving conflicts in which a neutral third
party is asked to choose which side is
correct but in which either party may appeal
the decision.
Non-binding arbitration
An EEOC complaint must be filed within ________, but within
300 days if the complainant has already filed
a complaint with a state or local fair-
employment practice agency.
180
days of the discrimination act
OUTCOMES OF AN EEOC INVESTIGATION
Charge Does Not Have Merit
Charge Has Merit
Case Law
the
governmental agency does not find merit,
one of two things can happen based on
whether the person filing the complaint
accepts the decision.
Charge Does Not Have Merit-
if the EEOC believes
that the discrimination charge has merit, it
will try to work out a settlement between the
claimant and employer without taking the
case to court.
Charge Has Merit-
the interpretation of a law by a
court through a verdict in a trial, setting
precedent for subsequent court decisions.
Case Law-
- is any group of
people for which protective
legislation has been passed.
Protected class
is any
group of individuals specifically
protected by federal law.
Federal protected class-
A particular employment decision results in
negative consequences more often for
members of one race, sex, or national origin
than for members of another race, sex, or
national origin.
ADVERSE IMPACT
A guideline used to determine if there is
adverse impact in the selection process of a
specific group. The rule states that the
selection ratio of a minority group should be
at least four-fifths (80%) of the selection ratio
of the majority group.
FOUR-FIFTHS RULE
TYPES OF HARASSMENT
Quid pro quo
Hostile environment
Pattern of behavior
Based on gender
Negative to the reasonable person
- a type of sexual harassment
in which the granting of sexual favors is tied
to an employment decision
Quid pro quo
- type of harassment
characterized by a pattern of unwanted
conduct related to gender that interferes with
an individual’s work performance.
Hostile environment
- it becomes
harassment if the coworker continually
makes unwanted romantic or sexual
overtures or repeatedly makes inappropriate
remarks.
Pattern of behavior
- to be considered sexual
harassment, conduct must be due to the sex
of the employee.
Based on gender
any
pattern of behavior based on gender that causes an employee discomfort might
constitute sexual harassment.
Negative to the reasonable person-
EMPLOYEE RECRUITMENT
Recruitment
External recruitment
Internal recruitment
- the process of attracting
employees to an organization.
Recruitment
- recruiting employees
from outside the organization.
External recruitment
- recruiting employees
already employed by the organization.
Internal recruitment
MEDIA ADVERTISEMENTS
Newspaper Ads
Electronic Media
Situation-wanted Ads
Point of Purchase Methods
many organizations used
This, especially for local
positions, 2007 recruiters considered print
advertising as one of the least effective
recruitment methods.
Newspaper Ads-
Typically ask the applicant to respond in one of 4
ways:
Respond by calling
Apply in person ad
Send resume ads
Blind box
- recruitment
ads in which applicants are
instructed to call rather than apply
in person or send résumés.
Respond by calling
- recruitment
ads that instruct applicants to apply
in person rather than to call or send
résumés.
Apply in person ads
recruitment ads
in which applicants are instructed to
send their résumés to the company
rather than call or apply in person
Send résumé ads-
recruitment ads that
instruct applicants to send their
résumés to a box at the newspaper;
neither the name nor the address of
the company is provided.
Blind box-
- the potential advantage to using
this for recruitment is that, according to a
2013 study by Radio Advertising Bureau, Americans
spend 3.7 hours per day watching TV and 2.3 hours a
day listening to the radio.
Electronic Media
placed by the applicant rather
than by organization. Some list extensive
qualifications, some give applicants’ names, and
some are generally more creative than others.
Situation-wanted Ads-
- a recruitment is based
on the same POP advertising
principles used to market products to consumers
Point of Purchase Methods
RECRUITERS
Campus Recruiters
Outside Recruiters
Public Employment Agencies
many organizations
send recruiters to college campuses to
answer questions about themselves and
interview students for available positions.
Campus Recruiters
more than 75% of
organizations use such outside recruiting
sources as private employment agencies,
public employment agencies.
Outside Recruiters-
- a job fair held on
campus in which students can
“tour” a company online, ask
questions of recruiters, and
electronically send résumés.
Virtual job fair
-
employment agencies, often also
called headhunters, that specialize
in placing applicants in high-paying
Executive search firms
- better known as
“head hunters”, differ from employment
agencies in several ways.
i. First, the jobs they represent tend to be
higher-paying, non-entry-level positions.
ii. Second, reputable executive search
firms always charge their fees to
organizations rather than to applicants.
iii. Third, fees charged by executive
search firms tend to be about 30% of the
applicant’s first-year.
Executive Search Firm
an
employment service by state or local
government, designed to match applicants
with job openings
Public Employment Agencies-
A method of recruitment in which a current
employee refers a friend or family member
for a job.
● Rated as the most effective recruitment
method
EMPLOYEE REFERRAL
A method of recruitment in which an
organization sends out mass mailings of
information about job openings to potential
applicants.
DIRECT MAIL
continues to be a fast-growing
source of recruitment. recruiting efforts
usually take one of the three forms employer-based
websites, job boards, and social networking sites.
Internet
- an organization
that lists available job openings and provides
information about itself and the minimum
requirements needed to apply to a particular
job.
Employer-Based Websites
- is a private company whose
websites list job openings for hundreds or thousands of organizations and résumé for
millions of applicants.
Job Boards
- the greatest change in
employee recruitment has been the
increased use of social media outlets such
as LinkedIn, Facebook, and Twitter.
Social Media
A method of recruitment in which job
applicants are told both the positive and the
negative aspects of a job.
REALISTIC JOB PREVIEWS
lowers an applicant’s expectations
about work and expectations in general.
EXPECTATION-LOWERING PROCEDURE
