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22 Cards in this Set

  • Front
  • Back
Discrimination Charge
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Equal Employment Opportunity Commission (EEOC)
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Office of Federal Contract Compliance (OFCCP)
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Disability
a physical or mental impairment that substantially limits one or more of the major life activities.
Reasonable Accommodation
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Undue Hardship
An action of requiring significant difficulty or expense in light of employer's size, financial resources, nature, and structure of operation.
Essential Job Function
The position exists to perform the activity. Only a limited # of other EE are available to perform the activity or among whom the activity can be distributed. Activity is highly specialized. Person is hired for special expertise or ability to perform it.
Disparate Impact
Adversse. Employer has facially neutral policy or practice that has a statistically significant disproportionately negative impact on minority/female applicants or employees.
McDonald Douglas Rule
Plaintiff Must show that the following conditions exist. a)He or she belongs to a protected class. b)He/she applied & was qualified for a job, the co. was seeking applicants for. c) Despite qualifications, was rejected. d) Position remained open and the ER continued to seek applicants from persons with complainant's qualification.
Burden of Proof
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Business Necessity
Application is limited to safety of workers and customers.
Bona fide occupational qualification (BFOQ)
Disqualification of demographic group from employment b/c no one person from that group could adequately or appropriately perform the job.
Validity
Demonstrated job-relatedness of selection procedures.
Four-fifths rule
The ratio of any group must be at least 80 percent of the ratio of the most favorably treated group.
Standard Deviation Rule
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Stock Statistics
Compare the percentages of specific internal and external demographic groups of workers at one point in time.
Relevant labor market (RLM)
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Flow statistics
Compare proportions taken from numbers gathered at two points in time. Before & After selection has taken place. To determine how minority members fared in the selection process in comparison to non-minority members.
Internet Applicant
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The Uniform Guidelines on Employee Selection (1978)
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Affirmative Action Programs (APPs)
A written document that explicitly states steps to be taken, information to be gathered, and the general baseline for decision making for each area of HRM. A guideline for actions to ensure the EEO principles are implemented with the organization.
Disparate Treatment
Employer intentionally treats minority/female applicants or employees differently than majority/male applicants or employees.