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Flashcards in Chapter 3 Deck (26)
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1
Q

Equal Employment Opportunity

A

The treatment of individuals in all aspects of employment – hiring, promotion, training, etc. – in a fair and nonbiased manner.

2
Q

Protected Classes

A

Individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on equal employment opportunity.

3
Q

Bona Fide Occupational Qualification (BFOQ)

A

Suitable defense against a discrimination charge only when age, religion, sex, or national origin is an actual qualification for performing the job.

4
Q

Business Necessity

A

A work-related practice that is necessary to the safe and efficient operation of an organization.

5
Q

Reasonable Accommodation

A

An attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious preferences.

6
Q

Disabled Individual

A

Any person who 1) has a physical or mental impairment that substantially limits one or more of the person’s major life activities, 2) has a record of such impairment, or 3) is regarded as having such an impairment.

7
Q

Fair Employment Practices (FEPs)

A

State and local laws governing equal employment opportunity that are often more comprehensive than federal laws and apply to small employers.

8
Q

Sexual Harassment

A

Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment.

9
Q

Uniform Guidelines on Employee Selection Procedures

A

A procedural document published in the Federal Register to help employers comply with federal regulations against discriminatory actions.

10
Q

Adverse Impact

A

A concept that refers to the rejection of a significantly higher percentage of a protected class for employment, placement, or promotion when compared with the successful, nonprotected class.

11
Q

Four-Fifths Rule

A

A rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings.

12
Q

Disparate Treatment

A

A situation in which protected class members receive unequal treatment or are evaluated by different standards.

13
Q

Workforce Utilization Analysis

A

A process of classifying protected-class members by number and by the type of job they hold within the organization.

14
Q

Charge Form

A

A discrimination complaint filed with the EEOC by employees or job applicants.

15
Q

Affirmative Action

A

A policy that goes beyond equal employment opportunity by requiring organizations to comply with the law and correct any past discriminatory practices by increasing the numbers of minorities and women in specific positions.

16
Q

Chief Diversity Officer (CDO)

A

A top executives responsible for implementing a firm’s diversity efforts.

17
Q

Reverse Discrimination

A

The act of giving preferences to members of protected classes to the extent that unprotected individuals believe they are suffering discrimination.

18
Q

Equal Pay Act of 1963

A

Requires all employers covered by the Fair Labor Standards Act and others to provide equal pay for equal work, regardless of sex.

19
Q

Title VII of Civil Rights Act of 1964 (amended in 1972, 1991, 1994, and 2009)

A

Prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin, created the EEOC to enforce the provisions of Title VII

20
Q

Age Discrimination in Employment Act of 1967 (Amended in 1986 and 1990)

A

Prohibits private and pubic employers from discriminating against people age 40 or older in any area of employment because of age, exceptions are permitted when age is a bond fide occupational qualification.

21
Q

Equal Employment Opportunity Act of 1972

A

Amended Title VII of Civil Rights Act of 1964; strengthens the EEOC’s enforcement powers and extends coverage of Title VII to government employees, employees in higher education, and other employers and employees.

22
Q

Pregnancy Discrimination Act of 1978

A

Broadens the definition of sex discrimination to include pregnancy, childbirth, or related medical conditions; prohibits employers from discriminating against pregnant women in employment benefits if they are capable of performing their job duties.

23
Q

Americans with Disabilities Act of 1990 (amended in 2008)

A

Prohibits discrimination in employment against people with physical or mental disabilities or the chronically ill; enjoins employers to make reasonable accommodation to the employment needs of the disabled; covers employers with 15 or more employees.

24
Q

Civil Rights Act of 1991

A

Provides for compensatory and punitive damages and jury trials in cases involving intentional discrimination; requires employers to demonstrate that job practices are job-related and consistent with business necessity; extends coverage to US citizens working for US companies overseas.

25
Q

Uniformed Services Employment and Reemployment Rights Act of 1994 (amended in 1998, 2004 and 2008)

A

Protects the employment rights of individuals who enter the military for short periods of service.

26
Q

Don’t Ask Don’t Tell Repeal Act of 2010

A

Bars discrimination against military personnel based on their sexual orientation.