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26 Cards in this Set
- Front
- Back
- 3rd side (hint)
4/5ths rule
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Discrimination exists if the selection rate for a protected group is less than 80% (4/5ths) of the selection rate for the majority group or less than 80% of the majority group’s representation in the relevant labor market.
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Chap 4
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Affirmative action
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Employers are urged to hire groups of people based on their race, age, gender, or national origin, to make up for historical discrimination.
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Chap 4
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Blind to differences
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Differences among people should be ignored and everyone should be treated equally.
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Chap 4
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Bona fide occupational qualification (BFOQ)
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Characteristic providing a legitimate reason why an employer can exclude persons on otherwise illegal bases of consideration.
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Chap 4
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Burden of proof
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What individuals who file suit against employers must prove in order to establish that illegal discrimination has occurred.
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Chap 4
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Business necessity
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Practice necessary for safe and efficient organizational operations.
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Chap 4
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Concurrent validity
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Measured when an employer tests current employees and correlates the scores with their performance ratings.
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Chap 4
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Content validity
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Validity measured by a logical, non-statistical method to identify the KSAs and other characteristics necessary to perform a job.
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Chap 4
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Correlation coefficient
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Index number giving the relationship between a predictor and a criterion variable.
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Chap 4
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Criterion-related validity
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Validity measured by a procedure that uses a test as the predictor of how well an individual will perform on the job.
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Chap 4
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Disabled person
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Someone who has a physical or mental impairment that substantially limits life activities, who has a record of such an impairment, or who is regarded as having such an impairment.
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Chap 4
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Disparate impact
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Occurs when members of a protected class are substantially under-represented as a result of employment decisions that work to their disadvantage.
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Chap 4
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Disparate treatment
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Occurs when members of a protected class are treated differently from others.
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Chap 4
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Employment “test”
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Any employment procedure used as the basis for making an employment-related decision.
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Chap 4
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Equal employment
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Employment that is not affected by illegal discrimination.
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Chap 4
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Essential job functions
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Fundamental duties of a job.
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Chap 4
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Mediation
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Dispute resolution process by which a third party helps negotiators reach a settlement.
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Chap 4
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Pay equity
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Idea that pay for jobs requiring comparable levels of knowledge, skill, and ability should be similar, even if actual duties differ significantly.
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Chap 4
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Predictive validity
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Measured when test results of applicants are compared with subsequent job performance.
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Chap 4
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Protected class
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Individuals within a group identified for protection under equal employment laws and regulations.
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Chap 4
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Reasonable accommodation
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A modification or adjustment to a job or work environment for a qualified individual with a disability.
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Chap 4
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Reliability
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Consistency with which a test measures an item.
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Chap 4
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Retaliation
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Punitive actions taken by employers against individuals who exercise their legal rights.
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Chap 4
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Sexual harassment
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Actions that are sexually directed, are unwanted, and subject the worker to adverse employment conditions or create a hostile work environment.
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Chap 4
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Undue hardship
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Significant difficulty or expense imposed on an employer in making an accommodation for individuals with disabilities.
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Chap 4
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Validity
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Extent to which a test actually measures what it says it measures.
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Chap 4
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