Busy. Please wait.
Log in with Clever

show password
Forgot Password?

Don't have an account?  Sign up 
Sign up using Clever

Username is available taken
show password

Make sure to remember your password. If you forget it there is no way for StudyStack to send you a reset link. You would need to create a new account.
Your email address is only used to allow you to reset your password. See our Privacy Policy and Terms of Service.

Already a StudyStack user? Log In

Reset Password
Enter the associated with your account, and we'll email you a link to reset your password.
Didn't know it?
click below
Knew it?
click below
Don't Know
Remaining cards (0)
Embed Code - If you would like this activity on your web page, copy the script below and paste it into your web page.

  Normal Size     Small Size show me how

C202:chapt 3 (hi)

Diversity EEO, Afirmative Action

unfair discrimination when employment decision & actions are not job related objective or merit based
affirmative action proactive efforts to eliminate discrimination & its past effects
protected classes groups under represented in employment
affirmative action plan described in detail the actions to be taken, procedures to be followed, & standard to be met when establishing an affirmative action program
preferential treatment employment preference given to a member of a protected group
independent contractor an individual or business that provides services to another individual or business that controls or direct only result of the work
sexual harassment unwelcome sexual advances, requests for favors & other verbal or physical conduct of sexual nature
quid pro quo harassment unwanted verbal or physical conduct of a sexual nature made as a team or condition of employment or as a basis for employment & or advancement decisions
hostile environment harassment unwanted verbal or physical conduct of a sexual nature creates a hostile, or otherwise offensive working environment
disparate treatment intentional discrimination based on a persons protected characteristics
adverse impact an employment practice has a disproportionate effect on a protected group, regardless of its intent
fair discrimination when only objective, merit based, & job relates characteristics are used to determine employment related decisions
race norming comparing an applicants scores only to members of his or her own racial subgroup & setting separate passing or cut off scores for each subgroup
fraudulent misrepresenting the job or organization to recruit
negligent hiring a company is considered responsible for damaging actions of its employees if it failed to exercise reasonable care in hiring the employee who caused the harm
stereotype believing that everyone in particular groups shared certain characteristics or abilities or will behave in the same way
unlawful employment practices violations of federal, state or local employment laws
equal employment opportunity a firms employment practices must be designed in a manner that treats employees & applicants consistently regardless of their protected characteristics such as their sex and race
inclusion everyone feels respected & listened to & everyone contributes to his or her fullest potential
common law the body case by case court decisions that determines what is legal & what remedies are appropriate
work place tort a civil wrong in which an employer violates a duty owed to its customers or employers
bone fide occupational qualification characteristic that is essential to the successful performance of the relevant job function
reasonable accommodation an employer is required to take reasonable steps to accommodate a disability unless it would cause the employer undue hardship
national labor standards act (1935) prohibits retaliation against employees seeking to unionize
fair labor standards act (FLSA 1938) establishes both a national; minimum wage & overtime rules
equal pay act (1963) prohibits wage discrimination on the basis of sex
age discrimination in employment act (ADEA 1967) protect ppl 40 or older from employment discrimination
Title VII o civil rights act (1964) prohibits employment discrimination based on color, religion, sex, or national origin
American Disabilities Act (ADA 1990) guarantee equal opportunity for individuals w/ disabilities
Pregnancy Discrimination (PDA) Title VII amendment to prohibit sex discrimination based on pregnancy
civil rights law of 1991 limited the rights of employees who had sued their employers for discrimination
EEOC protects Title VII of the Civil Rights Act, Age Discrimination in Employment Act (ADEA), Americans with Disabilities Act (ADA), Rehabilitation Act, Civil Rights Act, Equal Pay Act
EEOC barriers Failing to advertise widely to attract diverse applicants, Recruiting practices that overlook or fail to seek all qualified individuals, Over-relying on informal networks for recruitment (such as employee referrals),Having no formal recruiting systems
affordable care act (ACA 2010) Key provisions are intended to extend coverage to uninsured Americans, to implement measures that will lower health care costs, and to eliminate industry practices that include rescission and denial of coverage due to pre-existing conditions
HIPPAA United States legislation that provides data privacy and security provisions for safeguarding medical information
OSHA ensures safe and healthy working conditions for Americans by enforcing standards and providing workplace safety training
Family Medical Leave (FMLA) unpaid job leave for specified family medical reasons
USERRA prohibits employers from discriminating against job applicants who may be called into military service
IRCA (immigration reform control act 1986) employers must us I-9 forms to verify employable status of new hire w/in 3 days
COBRA (consolidated omnibus budget reconciliation act 1986) gives workers & families who lose their health benefits the right to choose to continue group health plan benefits
Created by: nashanta
Popular Management sets




Use these flashcards to help memorize information. Look at the large card and try to recall what is on the other side. Then click the card to flip it. If you knew the answer, click the green Know box. Otherwise, click the red Don't know box.

When you've placed seven or more cards in the Don't know box, click "retry" to try those cards again.

If you've accidentally put the card in the wrong box, just click on the card to take it out of the box.

You can also use your keyboard to move the cards as follows:

If you are logged in to your account, this website will remember which cards you know and don't know so that they are in the same box the next time you log in.

When you need a break, try one of the other activities listed below the flashcards like Matching, Snowman, or Hungry Bug. Although it may feel like you're playing a game, your brain is still making more connections with the information to help you out.

To see how well you know the information, try the Quiz or Test activity.

Pass complete!
"Know" box contains:
Time elapsed:
restart all cards