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10 Cards in this Set

  • Front
  • Back
Affirmative Action
Program in which employers idetnify conspicuous imbalances in their workforce and take positive steps to correct underrepresentation of protected classes
Americans with Disabilities Act (ADA)
Prohibits discremiantion against a qualified individual with a disability because of the disability of such individual

Employers with 15 or more employees
Adverse impact
When rules applied to all employees have a different and more inhibiting effect on women and minority groups than on the majority; occurs when the selection rate for a protected class is less than 80% of the rate for the class with the highest selection rate; also know as disparate impact.
Affirmative Action Plans
Plans that focus on the hiring, training, and promoting of protected classes where there are deficiencies.
Age Discrimination in Employment Act (ADEA)
Prohibits discremination in employment for persons age 40 and over except where age is a BFOQ. Compensatory damages aren't allowed.

Public employers with 20 or more employees; unions with 25 or more members
Albemarle Paper v. Moody
1975 court ruling that itesms used to validate employment requirements must be job related
Alternative staffing
Uses recruiting sources and workers who are not regular employees; also know as flexible staffing
Applicant flow data
Looks at differences in selection rates amoung different groups for particular job
Aptitude tests
Measures the general ability to learn or acquire a new skill
Assessment centers
A method of evaluating candidates using content-valid work samples of a job; typically for managerial positions