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29 Cards in this Set
- Front
- Back
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Protected Class |
A group of people that have legal protection against discrimination due to a characteristic they have |
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Equal Pay Act |
1963 The protected class was supposed to be women, stopping women from being paid differently than men. They should be paid the same if they do work that is substantially the same (Does not have to be the same job title) |
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Title VII |
1964 (Most important Major Law) part of the civil rights acts, five protected classes 1) Race 2) Color 3) Gender 4) Religion 5) Nationality
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Religious Accomodations |
Only matter if the religion is legitimate However, they can be requests that have to be met due to religious beliefs of an employee Example: No work on Sunday |
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ADEA |
Age Discrimination Employee Act 1967 Added because Title VII forgot elderly works, 40 or more years old is considered the protected class. These workers are more expensive due to insurance purposes, hence the discrimination **#1 lawsuit for the past five years** |
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Pregnancy Discrimination Act |
1978 Protected class: child bearing age (20 to early 30's) and actively pregnant women. This law makes it illegal employers to ask future employees about possible children and/or pregnancy.
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ADA |
1990 American Disabilities Act Protected class: the physically and/or mentally disabled |
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Reasonable Accomodation |
Special measures taken for the disabled |
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Essential Function |
The basic abilities you must have to be a possible applicant to a job |
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BOFQ |
Bonified Occupational Qualification Legal way to discriminate around all the laws above; extremely difficult and rare to receive for a business, religious institutions **HOOTERS CASE** |
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Sexual Harassment |
Unwelcome sexual advances, unwanted sexual favors and verbal/physical conduct of a sexual nature 1) hostile work environment: sexual jokes, inappropriate merchandise, etc. 2) quid pro quo: "this for that"; inappropriately using one's power **#1 LAWSUIT THAT COMPANIES HAVE TO DEAL WITH** Be careful with dating at work
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Job Analysis |
The foundation for all other HR activities; process of determining the knowledge, skill and duties required for performing jobs in an organization KSAs: knowledge, skills and abilities (p. 81, include the six questions) |
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Job Specification |
Describes the ideal candidate for the job Physical Requirements |
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Job Description |
Document that provides information regarding the essential tasks, duties and responsibilities of the job. Three occasions when these are needed: 1) Start of an organization 2) Newly created jobs 3) Jobs changing specifically |
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Recruiting |
Process of attracting individuals on a timing basis in sufficient numbers and with appropriate qualifications Internal: Most effective way of recruitment, "inbreeding", and employee referrals External: Recruits, job fairs and media (LinkedIn) |
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Inbreeding |
A concern when not enough new people come into an organization |
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Employee Referrals |
The most effective way to have employees that show loyalty and do a great job for a long time. |
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Offshoring |
Sending work overseas to be done |
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Onshoring |
Sending work to an area within the country with cheaper labor rates |
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Selection Process |
1) Preliminary Screening 2) Review of Applications & Resumes 3) Selection Testing 4) Interviews 5) Pre-Employment Screening 6) Physical Examination
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Preliminary Screening |
Review of resume and application for minimum requirements |
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Review of Applications & Resumes |
More depth in review, special skills |
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Selection Testing |
Drug tests & all, computer skills/writing and math samples |
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Graphology |
Hand-writing analysis, becoming a popular form of testing |
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Work-Sample Test |
Perform Job Tasks **Job Knowledge Tests and Personality Tests (DISC & Meyers-Briggs) are common these days** ILLEGAL TESTS: Polygraph tests (besides in law enforcement) Genetic testing: predisposition to disease for insurance purposes |
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Interviews |
Types of interviews: structured, unstructured and behavioral Methods: group, 1 on 1, panel, multiple, video, stress Stress interviews: good cop/bad cop; situation meant to confuse and frustrate an interviewee |
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Pre-Employment Screening |
Two or three references and background check Must make sure experiences on resume are accurate to their work history |
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Physical Examination |
Must be after the selection decision Employment offer had to have been made as well |
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Neglectant Hiring |
Employer fails to conduct a reasonable investigation of an applicant's background |
