Chapter 3: Equal Employment Opportunity And Hr Management

Front 1

EEO (Equal employment opportunity)

Back 1

The employment of individuals in a fair and nonbiased manner

Front 2

Three factors influening growth of EEO legislation

Back 2

1. Changing attitutdes toward discrimination
2. Reports highlighting economic problems of women, minories, etc.
3. Growing body of disparate laws and regulations covering discrimination

Front 3

Protected classes

Back 3

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

Front 4

Equal Pay Act of 1963

Back 4

Outlawed discrimination in pay, employee benefits, and pensions based on the employee's gender

Front 5

Civil Rights Act of 1964

Back 5

Title VII: Bars discrimination (race, color, religion, sex) in all HR activities, including hiring, training, promotion, pay, employee benefits, and other coniditions of employement.

Front 6

Age Discrimination in Employment Act of 1967

Back 6

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

Front 7

EEO Act of 1972

Back 7

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

Front 8

Pregnancy Discrimination Act of 1972

Back 8

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

Front 9

Americans with Disabilities Act of 1990

Back 9

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

Front 10

Civil Rights Act of 1991

Back 10

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

Front 11

Uniformed Services Employement and Reemployment Rights Act of 1994

Back 11

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

Front 12

Bona fide occupational qualification (BFOQ)

Back 12

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

Front 13

Reasonable accomodation

Back 13

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

Front 14

Vocational Rehabilitation Act of 1973

Back 14

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

Front 15

Executive Order 11246

Back 15

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

Front 16

EEO (Equal employment opportunity)

Back 16

The employment of individuals in a fair and nonbiased manner

Front 17

Three factors influening growth of EEO legislation

Back 17

1. Changing attitutdes toward discrimination
2. Reports highlighting economic problems of women, minories, etc.
3. Growing body of disparate laws and regulations covering discrimination

Front 18

Protected classes

Back 18

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

Front 19

Equal Pay Act of 1963

Back 19

Outlawed discrimination in pay, employee benefits, and pensions based on the employee's gender

Front 20

Civil Rights Act of 1964

Back 20

Title VII: Bars discrimination (race, color, religion, sex) in all HR activities, including hiring, training, promotion, pay, employee benefits, and other coniditions of employement.

Front 21

Age Discrimination in Employment Act of 1967

Back 21

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

Front 22

EEO Act of 1972

Back 22

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

Front 23

Pregnancy Discrimination Act of 1972

Back 23

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

Front 24

Americans with Disabilities Act of 1990

Back 24

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

Front 25

Civil Rights Act of 1991

Back 25

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

Front 26

Uniformed Services Employement and Reemployment Rights Act of 1994

Back 26

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

Front 27

Bona fide occupational qualification (BFOQ)

Back 27

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

Front 28

Reasonable accomodation

Back 28

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

Front 29

Vocational Rehabilitation Act of 1973

Back 29

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

Front 30

Executive Order 11246

Back 30

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

Front 31

Executive Order 11478

Back 31

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.

Front 32

Sexual Harassment

Back 32

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

Front 33

Sexual Orientation

Back 33

State and local laws; not protected federally

Front 34

Immigration Control and Reform Act

Back 34

Unlawful for a person or organization to hire, recruit, or refer for a fee people not legally eligible for employment in the U.S.

Front 35

Uniform Guildelines on Employee Selection Procedures

Back 35

A procedural document published in the FR to help emplyers comply with federal regulations against disciminatory actions

Front 36

Adverse Impact

Back 36

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

Front 37

Four-fifths rule

Back 37

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)

Front 38

Disparate treatment

Back 38

A situation in which protected-class memebers receive unequal treatment or are evaluated by different standards (purposeful discrimination)

Front 39

Workforce Utilization Analysis

Back 39

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

Front 40

EEOC

Back 40

Responsible for enusring that covered employers comply with the intent of the Civil Rights Act; guidelines are administrative rules and regulations; courts interpret

Front 41

EEO-1 Report

Back 41

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

Front 42

Charge form

Back 42

A discrimination complaint filed with teh EEOC by employees or job applicants

Front 43

Affirmative Action

Back 43

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

Front 44

Reverse discrimination

Back 44

Act of giving preference to members of protected classes to teh extent that unprotected individuals believe they are suffering discriminaion