Chapter 3 - Equal Employment Opportunity and Human Resource Management Flashcards Preview

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Flashcards in Chapter 3 - Equal Employment Opportunity and Human Resource Management Deck (23)
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1
Q

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 (UNINTENTIONALLY)

A

Adverse Impact

2
Q

A policy that goes BEYOND EEO by requiring organization to comply with the law and CORRECT any PAST DISCRIMINATORY practices by INCRREASING the numbers of minorities and women in specific positions.

A

Affirmative Action

3
Q

Suitable defense against a discrimination charge ONLY when age, religion, sex, or national origin is an actual qualification for performing the job (business necessity)

A

Bona Fide Occupational Qualification (BFOQ)

4
Q

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

A

Business Necessity

5
Q

A discrimination COMPLAINT filed with the EEOC by employees or job applicants

A

Charge Form

6
Q

A top executive responsible for implementing a firm’s diversity efforts

A

Chief Diversity Officer

7
Q

Any person who has:

  1. Has a PHYSICAL or MENTAL impairment that substantially limits one more of the person’s major life activities
  2. Has a RECORD of such impairment
  3. Is regarded as having such an impairment
A

Disabled Individual

8
Q

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

A

Disparate Treatment

9
Q

An employer information report that must be filed annually by employers of 100 or more employees (except state and local Gov’t Employers) and government contractors and subcontractors to determine an employer’s workforce composition

A

EEO-1 Report

10
Q

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

A

Equal Employment Opportunity

11
Q

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

A

Fair Employment Practices

12
Q

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

A

Fourth-Fifths Rule

13
Q

Individuals of a minority Race, Women, Older People, and those with Disabilities who are covered by federal laws on EEO

A

Protected Classes

14
Q

An attempt by employers to adjust, without undue hardship, the WORKING CONDITIONS or schedules of employees with disabilities or religious preferences

A

Reasonable Accommodation

15
Q

The act of giving preference to members of PROTECTED CLASSES to the extent that unprotected individuals believe they are SUFFERING discrimination

A

Reverse Discrimination

16
Q

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

A

Sexual Harassment

17
Q

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

A

Uniform Guidelines on Employee Selection Procedures

18
Q

A process of classifying protected-class members by number and by the type of job they hold within the organization AGAINST the surrounding LABOR MARKET

A

Workforce Utilization Analysis

Type of Process

19
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.

20
Q

Affirmative Action

A

A policy that goes BEYOND EEO by requiring organization to comply with the law and CORRECT any PAST DISCRIMINATORY practices by INCRREASING the numbers of minorities and women in specific positions.

21
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 (business necessity)

22
Q

Disparate Treatment

A

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

23
Q

EEO-1 Report

A

An employer information report that must be filed annually by employers of 100 or more employees (except state and local Gov’t Employers) and government contractors and subcontractors to determine an employer’s workforce composition