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44 Cards in this Set
- Front
- Back
EEO (Equal employment opportunity)
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The employment of individuals in a fair and nonbiased manner
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Three factors influening growth of EEO legislation
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1. Changing attitutdes toward discrimination
2. Reports highlighting economic problems of women, minories, etc. 3. Growing body of disparate laws and regulations covering discrimination |
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Protected classes
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Individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on EEO
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Equal Pay Act of 1963
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Outlawed discrimination in pay, employee benefits, and pensions based on the employee's gender
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Civil Rights Act of 1964
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Title VII: Bars discrimination (race, color, religion, sex) in all HR activities, including hiring, training, promotion, pay, employee benefits, and other coniditions of employement.
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Age Discrimination in Employment Act of 1967
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Prohibits private and public employers from discriminating against people over 40 or older in any area of employment becasue of age; exceptions are permitted when age is a bona fide occupational qualfication
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EEO Act of 1972
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Amended Civil Right Act; strengthens EEOC's enforcement powers and extends covereage of Title VII government employees, employees in higher education, and other employers and employees
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Pregnancy Discrimination Act of 1972
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Broadens the definition of sex discrimination to include pregnancy, childbirth, or related medical coniditions; prohibits employers from discriminating against pregnant women in employment benefits if they are capable of performing their job duties
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Americans with Disabilities Act of 1990
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Prohibits discrimination in employment against people with physical or mental disabilities or the chronically ill; reasonable accomodations to needs; employers with 15 or more employees
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Civil Rights Act of 1991
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Provides for compensatory and punitive damages and jury trials in cases involving intentional discrimination; requires employers to demonstrates that job practices are job-related and consistent with business necessity
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Uniformed Services Employement and Reemployment Rights Act of 1994
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Protects the employment rights of individuals who enter the military for short periods of service
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Bona fide occupational qualification (BFOQ)
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Suitable defense against a discrimination charge when age, religion, sex, or national origin is an actual qualification for performing the job (business necessity)
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Reasonable accomodation
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An attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious preferences
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Vocational Rehabilitation Act of 1973
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Prohibits federal contractors from discriminating against disabled individuals in any program or activity receivnig federal financial assistance; require federal contractors to develop affirmative action palns to hire and promote disabled people
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Executive Order 11246
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Prohibits employment discrimination based on race, color, religion, sex, or national origin by government contractors with contracts exceeding $10,000; AA plans for those with contracts exceeding $50k per year
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EEO (Equal employment opportunity)
|
The employment of individuals in a fair and nonbiased manner
|
|
Three factors influening growth of EEO legislation
|
1. Changing attitutdes toward discrimination
2. Reports highlighting economic problems of women, minories, etc. 3. Growing body of disparate laws and regulations covering discrimination |
|
Protected classes
|
Individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on EEO
|
|
Equal Pay Act of 1963
|
Outlawed discrimination in pay, employee benefits, and pensions based on the employee's gender
|
|
Civil Rights Act of 1964
|
Title VII: Bars discrimination (race, color, religion, sex) in all HR activities, including hiring, training, promotion, pay, employee benefits, and other coniditions of employement.
|
|
Age Discrimination in Employment Act of 1967
|
Prohibits private and public employers from discriminating against people over 40 or older in any area of employment becasue of age; exceptions are permitted when age is a bona fide occupational qualfication
|
|
EEO Act of 1972
|
Amended Civil Right Act; strengthens EEOC's enforcement powers and extends covereage of Title VII government employees, employees in higher education, and other employers and employees
|
|
Pregnancy Discrimination Act of 1972
|
Broadens the definition of sex discrimination to include pregnancy, childbirth, or related medical coniditions; prohibits employers from discriminating against pregnant women in employment benefits if they are capable of performing their job duties
|
|
Americans with Disabilities Act of 1990
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Prohibits discrimination in employment against people with physical or mental disabilities or the chronically ill; reasonable accomodations to needs; employers with 15 or more employees
|
|
Civil Rights Act of 1991
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Provides for compensatory and punitive damages and jury trisl in cases involving intentional discrimination; requires employers to demonstrates that job practices are job-related and consistent with business necessity
|
|
Uniformed Services Employement and Reemployment Rights Act of 1994
|
Protects the employment rights of individuals who enter the military for short periods of service
|
|
Bona fide occupational qualification (BFOQ)
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Suitable defense against a discrimination charge when age, religion, sex, or national origin is an actual qualification for performing the job (business necessity)
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Reasonable accomodation
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An attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious preferences
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Vocational Rehabilitation Act of 1973
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Prohibits federal contractors from discriminating against disabled individuals in any program or activity receivnig federal financial assistance; require federal contractors to develop affirmative action palns to hire and promote disabled people
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Executive Order 11246
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Prohibits employment discrimination based on race, color, religion, sex, or national origin by government contractors with contracts exceeding $10,000; AA plans for those with contracts exceeding $50k per year
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Executive Order 11478
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Obligates the federal gov't. to ensure that all personnel actions affecting applicants for employement be free from discrimination based on race, color, religion, etc.
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Sexual Harassment
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Unwelcome advances, requests for sexual favors, and other verbal or physical conduct thof a sexual nature in teh working environment; quid pro quo occurs when submission to or rejeciton of sexual conduct is basis of employment decisions; hostile environment has the effect of unreasonably interfering with job performance or creating an intimidating, hostile, or offensive working environment
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Sexual Orientation
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State and local laws; not protected federally
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Immigration Control and Reform Act
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Unlawful for a person or organization to hire, recruit, or refer for a fee people not legally eligible for employment in the U.S.
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Uniform Guildelines on Employee Selection Procedures
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A procedural document published in the FR to help emplyers comply with federal regulations against disciminatory actions
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Adverse Impact
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A concept that refers to the rejeciton of a significantly higher percentage of a protected class for employment, placement, or promotion when compared with the successful, nonprotected class
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Four-fifths rule
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A rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings (selection of class is less than 80% the rate of other class)
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Disparate treatment
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A situation in which protected-class memebers receive unequal treatment or are evaluated by different standards (purposeful discrimination)
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Workforce Utilization Analysis
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A process of clasifying protected-class members by number and by the type of job they hold within the organization; can compare to external workforce
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EEOC
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Responsible for enusring that covered employers comply with the intent of the Civil Rights Act; guidelines are administrative rules and regulations; courts interpret
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EEO-1 Report
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An employer information report that must be filed annually by employers of 100 or more employees and gov't. contratcotrs to determine an employer's workforce composition
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Charge form
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A discrimination complaint filed with teh EEOC by employees or job applicants
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Affirmative Action
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A policy that goes beyond EEO by requiring organizations to comply with the law and correct past discriminatory practices by increasing the numbers of minorities and women in specific positions
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Reverse discrimination
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Act of giving preference to members of protected classes to teh extent that unprotected individuals believe they are suffering discriminaion
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