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26 Cards in this Set

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  • Back
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4/5ths rule
Discrimination exists if the selection rate for a protected group is less than 80% (4/5ths) of the selection rate for the majority group or less than 80% of the majority group’s representation in the relevant labor market.
Chap 4
Affirmative action
Employers are urged to hire groups of people based on their race, age, gender, or national origin, to make up for historical discrimination.
Chap 4
Blind to differences
Differences among people should be ignored and everyone should be treated equally.
Chap 4
Bona fide occupational qualification (BFOQ)
Characteristic providing a legitimate reason why an employer can exclude persons on otherwise illegal bases of consideration.
Chap 4
Burden of proof
What individuals who file suit against employers must prove in order to establish that illegal discrimination has occurred.
Chap 4
Business necessity
Practice necessary for safe and efficient organizational operations.
Chap 4
Concurrent validity
Measured when an employer tests current employees and correlates the scores with their performance ratings.
Chap 4
Content validity
Validity measured by a logical, non-statistical method to identify the KSAs and other characteristics necessary to perform a job.
Chap 4
Correlation coefficient
Index number giving the relationship between a predictor and a criterion variable.
Chap 4
Criterion-related validity
Validity measured by a procedure that uses a test as the predictor of how well an individual will perform on the job.
Chap 4
Disabled person
Someone who has a physical or mental impairment that substantially limits life activities, who has a record of such an impairment, or who is regarded as having such an impairment.
Chap 4
Disparate impact
Occurs when members of a protected class are substantially under-represented as a result of employment decisions that work to their disadvantage.
Chap 4
Disparate treatment
Occurs when members of a protected class are treated differently from others.
Chap 4
Employment “test”
Any employment procedure used as the basis for making an employment-related decision.
Chap 4
Equal employment
Employment that is not affected by illegal discrimination.
Chap 4
Essential job functions
Fundamental duties of a job.
Chap 4
Mediation
Dispute resolution process by which a third party helps negotiators reach a settlement.
Chap 4
Pay equity
Idea that pay for jobs requiring comparable levels of knowledge, skill, and ability should be similar, even if actual duties differ significantly.
Chap 4
Predictive validity
Measured when test results of applicants are compared with subsequent job performance.
Chap 4
Protected class
Individuals within a group identified for protection under equal employment laws and regulations.
Chap 4
Reasonable accommodation
A modification or adjustment to a job or work environment for a qualified individual with a disability.
Chap 4
Reliability
Consistency with which a test measures an item.
Chap 4
Retaliation
Punitive actions taken by employers against individuals who exercise their legal rights.
Chap 4
Sexual harassment
Actions that are sexually directed, are unwanted, and subject the worker to adverse employment conditions or create a hostile work environment.
Chap 4
Undue hardship
Significant difficulty or expense imposed on an employer in making an accommodation for individuals with disabilities.
Chap 4
Validity
Extent to which a test actually measures what it says it measures.
Chap 4