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44 Cards in this Set

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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
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
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
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)
Suitable defense against a discrimination charge when age, religion, sex, or national origin is an actual qualification for performing the job (business necessity)
Reasonable accomodation
An attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious preferences
Vocational Rehabilitation Act of 1973
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
Executive Order 11246
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
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
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
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)
Suitable defense against a discrimination charge when age, religion, sex, or national origin is an actual qualification for performing the job (business necessity)
Reasonable accomodation
An attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious preferences
Vocational Rehabilitation Act of 1973
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
Executive Order 11246
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
Executive Order 11478
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.
Sexual Harassment
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
Sexual Orientation
State and local laws; not protected federally
Immigration Control and Reform Act
Unlawful for a person or organization to hire, recruit, or refer for a fee people not legally eligible for employment in the U.S.
Uniform Guildelines on Employee Selection Procedures
A procedural document published in the FR to help emplyers comply with federal regulations against disciminatory actions
Adverse Impact
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
Four-fifths rule
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)
Disparate treatment
A situation in which protected-class memebers receive unequal treatment or are evaluated by different standards (purposeful discrimination)
Workforce Utilization Analysis
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
EEOC
Responsible for enusring that covered employers comply with the intent of the Civil Rights Act; guidelines are administrative rules and regulations; courts interpret
EEO-1 Report
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
Charge form
A discrimination complaint filed with teh EEOC by employees or job applicants
Affirmative Action
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
Reverse discrimination
Act of giving preference to members of protected classes to teh extent that unprotected individuals believe they are suffering discriminaion