Chapter 3: Equal Employment Opportunity & Human Resources Management
• Equal Employment Opportunity: The treatment of individuals in all aspects of employment.
• Protected Classes: Individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on equal employment opportunity.
• Bona Fide Occupational Qualification: Suitable defense against a discrimination charge only where age, religion, sex, or national origin is an actual qualification for performing the job.
• Business Necessity: Work-related practice that is necessary to the safe and efficient operation of an organization.
• Fair Employment Practices: State and local laws governing equal employment opportunity that …show more content…
• EEO-1 Report: Employer information report that must be filed annually by employers of 100 or more employees and government contractors and subcontractors.
• Reasonable accommodation: Attempt by employers to adjust the working conditions or schedules of employees with disabilities or religious preferences.
• Charge form: Discrimination complaint filed with the EEOC by employees or job applicants.
• Chief diversity officers: Top Executive’s responsible for implementing a firm’s diversity efforts.
1. The events were changing attitudes toward employment discrimination, published reports highlighting the economic problems and injustices experienced by minority workers and a growing body of disparate discrimination laws and regulations at different levels of government that legislators felt should be standardized.
2. Equal Act of 1963 (requires that men and women be given equal pay for equal work in the same establishment), Civil Rights Act of 1964 (prohibits discrimination on the basis of race, color, religion, sex or national origin), Age Discrimination in Employment Act of