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42 Cards in this Set
- Front
- Back
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title 7
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-protected classes
-unlawful employment practices -created EEOC exceptions: religious organizations and indian reservations |
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BFOQ
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bona fide occupational qulifications
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EEOA
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extended title 7 to inclide all except
rel. org and indian reservations -made # of employees req. to be subject to 15 |
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Pregnancy discrimination act
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ammended titl 7 to include
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CRA
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amended title 7, ADEA and ADA
to includ disparate impact -sliding scale of damages -business necessity not defense against intentional discrimination - |
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disparate impact
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when seemingly fair employment practice unintentionally discriminates
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AAP
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affirmative action plan
required if 50+ employee contractor |
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ADEA
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age discimination in employment
40+ |
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rehabilitation act
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expansds oppps for people with physical & mental disabilities
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VEVRA
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eeo and aap for viet vets
list openings with fed contractors for them first and give priority |
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ADA
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americans with disabilities act
based on rehabilitation act require reasonable accomodations -facilities accessible -requirements adjustd to people w disabilities unless constitute undue hardship |
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staffing needs assesment steps
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*KSAs required
*# people needed *KSA available internally *when need people *id gaps *internal, external or alternate sources *cost benefit analysis *develop traingin program, recruiting strategy or contract depending on source |
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job competencies
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broad factors needed to accomplish goals
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core competencies
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job competencies uniquely valuable to org
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esential job functions
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competencies
duties responsibilities |
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nonessential job functions
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not necessary but included
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job specifications
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KSAs necessary for successful performance of job functions
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delphi technique
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participants never meet but form consensus separately
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nominal group technique
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meeting for best solution
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turnover analysis
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turnover rate=#of terminations/avg # of employees...for period
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trend analyses
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compare change of a single variable over time
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simple linear regression
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relationship between one variable against another and predict one based on the thers
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multiple linear regression
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relatioship b/w several variables
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job bidding
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employees express interest in a position before it is available
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PEO
professional employer organizations |
outsourced full service HR
leases employees to co. |
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griggs v duke powr
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discrimination doesn't need to be intentional to exist
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albemarle paper v moody
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test validation must eb in acordance w/ uniform guidelines for selection procedures
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wasington v davis
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tests that have an adverse impact on a proteted classs are lawful if they are valid predictors
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content validity
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if samples significant parts of the job
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construct validity
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whether measures connection b/w candidate charcteristics and performance
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criterion validity
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trait predicted by a test
-predicitve vaidity original and later test, evaluated if similar -concurrent validity -2 tests at the same time and not later |
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privacy act
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have right to know what information is collected on them and how used and disemminated
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INA
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imigration law
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IRCA
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required I-9 for each new hire to make sure aithorzed to work in us
imigration refirm control act |
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WARN act
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requires 60 day adance notice for mass layoffs or plant closings
exceptions: *faltering company *unforesseable busines circummstances *natural disaster |
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expatriates
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employees originating from parent country
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host country nationals
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company operating abroad @host country, people from host country
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third-country nationals
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employees from any country other than the host country or or home country
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ethnocentric approach to intl employment
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placing expatriates in key management postions at host country
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polycentric approach to intl employment
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placing host country nationals in key management postions at host country and expatriates at executive level at parent co.
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regiocentric approach to intl employment
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like polycentric but managers move across region
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geocentric approach to intl employment
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places the best qualified person rgardless of origin
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