The treatment of individuals in all aspects of employment such as hiring, promotion, training, etc. in a fair and nonbiased manner

Federal agency that enforces the nation’s fair employment laws

Individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on equal employment opportunity

Equal Pay Act of 1963:

Men and women in the same organization who are doing equal work must be paid equally

Title VII of the Civil Rights Act of 1964:

illegal to refuse to hire anyone, to discharge or discriminate in any way against anybody in the basis of race, color, religion, sex, or national origin

Bonafide Occupational Qualification (BFOQ):

Must be an actual qualification for performing the job

Age discrimination in Employment Act of 1967 (ADEA):

Prohibits discrimination against employees and applicants over the age of 40 or older in any employment area

Employers covered by the ADEA:

20+ employees, unions with 25+ workers, employment agencies, federal/state/local governments

Pregnancy Discrimination Act:

Prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions

Americans with Disabilities Act 1990:

Protects individuals with disabilities from being discriminated against in the workplace

Quid pro quo harassment, hostile environment

Immigration Reform and Control:

Those covered by the law prohibited from knowingly hiring aliens; those with 4+ employees can't discriminate in hiring on national origin or citizenship.

Unintentional rejection for employment of a significantly higher percentage of a protected class when compared with members of a non protected class.

Two types of Adverse Impact:

4/5th's rule, restricted policy

when individuals in similar situations are treated differently based on the individual’s race, color, religion, sex, national origin, age, or disability status

Workforce Utilization Analysis:

A process of classifying protected-class members by number and by the type of job they hold within the organization

Organizations subject to Title VII are required by law to maintain specific employment records and reports; those who don't are punished

A discrimination complaint filed with the EEOC by employees or job applicants; within 180 days of unlawful act occurring

requiring organizations to comply with the law and correct any past discriminatory practices by increasing numbers of minorities and women

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HRM Exam (pt 3)

Question	Answer
EEO:	The treatment of individuals in all aspects of employment such as hiring, promotion, training, etc. in a fair and nonbiased manner
EEOC:	Federal agency that enforces the nation’s fair employment laws
Protected Classes:	Individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on equal employment opportunity
Equal Pay Act of 1963:	Men and women in the same organization who are doing equal work must be paid equally
Title VII of the Civil Rights Act of 1964:	illegal to refuse to hire anyone, to discharge or discriminate in any way against anybody in the basis of race, color, religion, sex, or national origin
Bonafide Occupational Qualification (BFOQ):	Must be an actual qualification for performing the job
Age discrimination in Employment Act of 1967 (ADEA):	Prohibits discrimination against employees and applicants over the age of 40 or older in any employment area
Employers covered by the ADEA:	20+ employees, unions with 25+ workers, employment agencies, federal/state/local governments
Pregnancy Discrimination Act:	Prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions
Americans with Disabilities Act 1990:	Protects individuals with disabilities from being discriminated against in the workplace
Sexual Harassment:	Quid pro quo harassment, hostile environment
Immigration Reform and Control:	Those covered by the law prohibited from knowingly hiring aliens; those with 4+ employees can't discriminate in hiring on national origin or citizenship.
Adverse Impact:	Unintentional rejection for employment of a significantly higher percentage of a protected class when compared with members of a non protected class.
Two types of Adverse Impact:	4/5th's rule, restricted policy
Disparate Treatment:	when individuals in similar situations are treated differently based on the individual’s race, color, religion, sex, national origin, age, or disability status
Workforce Utilization Analysis:	A process of classifying protected-class members by number and by the type of job they hold within the organization
Record Keeping:	Organizations subject to Title VII are required by law to maintain specific employment records and reports; those who don't are punished
Charge Form:	A discrimination complaint filed with the EEOC by employees or job applicants; within 180 days of unlawful act occurring
Affirmative Action:	requiring organizations to comply with the law and correct any past discriminatory practices by increasing numbers of minorities and women

Created by: IanMcCormick20

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