Question | Answer |
employment practice that results in members of protected class being negatively affected at higher rate than members of majority class | adverse impact |
adverse impact is usually determined by | four-fifths rule |
process of ensuring proportional representation of employees based on variables such as race and sex | affirmative action |
intentional recruitment of minority applicants, identification & removal of employment practices working against minority applicants & employees, & preferential hiring & promotion of minorities | affirmative action strategies |
federal law that, with its amendments, forbids discrimination against an individual who is over the age of 40 | Age Discrimination in Employment Act |
federal law, passed in 1990, that forbids discrimination against the physically and mentally disabled | Americans with Disabilities Act |
method of resolving conflicts in which a neutral third party is asked to choose which side is correct | arbitration |
method of resolving conflicts in which a neutral third party is asked to choose which side is correct and in which neither party is allowed to appeal the decision | binding arbitration |
selection requirement that is necessary for the performance of job-related duties and for which there is no substitute | bona fide occupational qualification |
interpretation of a law by a court through a verdict in a trial, setting precedent for subsequent court decisions | case law |
branch of the Department of Labor charged with investigating and prosecuting complaints of employment discrimination | Equal Employment Opportunity Commission |
when selection ratio for 1 group is less than 80% of selection ratio for another group, adverse impact is said to exist | four-fifths rule |
amendment to the U.S. Constitution that mandates that no state may deny a person equal protection under the law | 14th amendment |
amendment to the U.S. Constitution that protects against unreasonable search or seizure; the amendment has been ruled to cover such privacy issues as drug testing, locker and office searches, psychological testing, and electronic surveillance | 4th amendment |
process in which an employee files complaint with organization & person/committee within organization makes decision regarding complaint | grievance system |
type of harassment characterized by pattern of unwanted conduct related to gender that interferes with an individual’s work performance | hostile environment |
extent to which a test or measure taps a knowledge, skill, ability, behavior, or other characteristic needed to successfully perform a job | job related |
method of resolving conflict in which a neutral third party is asked to help the two parties reach an agreement | mediation |
method of resolving conflicts in which a neutral third party is asked to choose which side is correct but in which either party may appeal the decision | nonbinding arbitration |
1978 federal law protecting the rights of pregnant women | Pregnancy Discrimination Act |
any group of people for whom protective legislation has been passed | protected class |
percentage of people in a given geographic area who have the qualifications (skills, education, and so forth) to perform a certain job | qualified workforce |
type of sexual harassment in which the granting of sexual favors is tied to an employment decision | quid pro quo |
according to Congress; African American, European American, Asian American, and Native American Indian | race |
1974 federal law that mandates that federal government contractors/subcontractors take affirmative action to employ & promote Vietnam-era veteran | Vietnam-Era Veterans Readjustment Act |
federal act passed in 1973 that prohibits federal government contractors/subcontractors from discriminating against physically or mentally handicapped | Vocational Rehabilitation Act |