Hr Test 1

Front 1

affirmative action

Back 1

a strategy intended to achieve fair employment by urging employers to hire certain groups of people who were discriminated against in the past

Front 2

fair employment

Back 2

the goal of EEO legislation and regualtion: a situation in which employment decisions are not affected by illegal discrimination

can be achieved by:
1. making employment decisions without regard o race, sex, or age.
2. using affirmative action, whcih requires that employment decisions be made, at least in part, on the basis of characteristics such as race, sex, or age

Front 3

equal pay act 1963

Back 3

the law that requires the same pay for men and women who do the same job in the same organization, equal in terms of skill, effort, responsibility, and working conditions

Front 4

exceptions to the equal pay act 1963

Back 4

- does not prohibit the use of a merit pay plan
- companies are permitted to paay for differences in quality and quantity
- any factor, other than sex, may be used to justify different pay rates

Front 5

titlve vii

Back 5

section of the civil rights act of 1964 that applies to employment decisions; mandates that employment decisions not be based on race, color, religion, sex, or national origin

Front 6

protected class

Back 6

a group of people who have suffered from discrimination in the past and who are given special protection by the judicial system

Front 7

discrimination

Back 7

making distinctions

Front 8

disparate treatment

Back 8

discriminatin that occurs when individuals are treated differently because of their membership in a protected class

Front 9

adverse (disparate) impact

Back 9

discrimination that occurs when the equal application of an employment standardhas an unequal effect on one or more protected classes

Front 10

Griggs vs. Duke Power

Back 10

duke power implemented promotion standards that included a highschool diploma and passing scores on two tests
1. they had an adverse impact on a protected class (african americans)
2. they were unable to show that the standards were related to job performace

if the outcomes of a standard is such that a protected class suffers from adverse impact ,then the organization is required to demonstrate that the standard used in the decision process is related to the job

Front 11

four-fifths rules

Back 11

an eeoc provision for establishing a prima facie (on its face) case that an HR practice is discriminatory and has an adverse impact.

a practice has an adverse impact if the hiring rate of a protected class is less than four-fifths the hiring rate of a majority group

Front 12

employers can make decisions using the following four things:

Back 12

- job relatedness
- bona fide occupational qualification (bfoq)
- seniority
- business necessity

Front 13

bona fide occupational qualification (bfoq)

Back 13

a characteristic that must be present in all employees for a particular job

Front 14

job relatedness

Back 14

the employer must show that the dcision was made for job-related reasons

Front 15

seniority

Back 15

decisions made in the context of a formal seniority

Front 16

business necessity

Back 16

can be used when empoloyment practice is necessary for the safe and efficient operation of the organization and there is an overriding business purpose for the discriminatory practice

Front 17

quid pro quo sexual harassment

Back 17

when sexual activity is demanded in return for getting or keeping a job or job-related benefit

Front 18

hostile work environment sexual harassment

Back 18

when the behavior of coworkers, supervisors,customers, or anyone else in the work setting is sexual in nature and the employee perceives the behavior as offensive or undesirable

Front 19

age discriminiation in employment act (adea)

Back 19

prohibits discrimination against people over 40

Front 20

americans with disabilities act (ada)

Back 20

a law forbidding employment discirmination against people with disabilities who are able to perform the essential functions of the joob with or without reasonable accomodation

Front 21

two main agencies responsible for enforcing EEO laws:

Back 21

equal employment opportunity commission (EEOC)

office of federal contract compliance programs (OFCCP)