Test 2 Flashcards
EEOC Time limits on filing
180 days:
- Must file withing 180 calendar days of the incident
- If there have been two incidents and only the most recent is within the 180-day window, then only this last incident will be included as part of the investigation
- Exception: Harassment if charge is ongoing the investigation will be go as far back as necessary
300 days:
- only if a state enforces law (discrimination)
Equal Pay Act of 1963
- Requires that men and women in the same organization who are doing equal work must be paid equally
-Defined equal in terms of skill effort responsibility and working conditions - Allows for differences in pay based on seniority, merit, quantity or quality of production
Lilly Ledbetter Fair Pay Act of 2009
- 19 years of service with unequal pay
- “no claim within 180 days”
- decision reversed by congress
- Amendment of title 7 to grant 180 day filing at last event of discrimination in case of unequal pay
Age Discrimination in Employment Act of 1967
-Prohibits discrimination against employees over the age of 40
- companies would lay off older employees
- typically higher earners and therefore more expensive
Employer Answer to Age discrimination in employment act
early retirement -> waive right to sue under ADEA
Courts honor these agreements if:
- Employees were not coerced
- Presented in a way employees could undertstand
- Given sufficient time to make a decision
Forecasting Labor Demand
Attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be future labor shortage and surplus:
Leading indicator, statistics (objective), intuition (subjective)
Leading indicator
- objective measure that accurately predicts future labor demand
Intuition
Subjective assessment by those with expertise
Statistics
- Requires quantitative data
- Need a lengthy history to reliably detect patterns
- Cannot account for black swans
- normally complemented by intuition and common sense
Labor surplus: Downsizing
The planned elimination of large numbers of personnel designed to enhance organizational competitiveness
1. Reduce payroll cost
2. Replaced by machines
3. Mergers and acquisitions
4. Company relocation
Worker adjustment and retraining notification act of 1988
- 100 or more employees
- must provide workers with a 60 days notice of plant closing and mass layoffs
- 50 or more employees in 30 day period; 50+ employees if 33% of workforce or 500 employees
- No warning required if layoffs are for six months or less or hired for a temporary and completed project
Problems with layoffs
- Loss of talent and disruption of social networks
- Loss of morale
Lack of job security may lead to employees seek alternative employment
-oftentimes must re-hire individuals that were laid off
Reliability
- The degree to which a measurement is free from random error
- Can be thought of as consistency in measurement or outcomes
Inter item reliability
Asking the same thing different ways
Test retest reliability
Taking the same test or survey multiple times
Inter rater reliability
Multiple interviewers evaluate the same applicant
Validity
Defined as the extent to which a performance measure assesses all the relevant and only the relevant aspects of job performance
Predictive validation
Establish correlation between pre-employment test scores and job performance:
1. Test all applicants using some measure, instrument or scale
2. Hire some applicants and reject others
3. Measure new hire job performance at some later date
4. Correlate pre-employment test scores of each applicant with post-employment performance ratings
Concurrent validation
Establish correlation between current employees test scores and on the job performance
Content validation
Requires expert judgment to validate
