Human Resource Management
Quiz yourself by thinking what should be in
each of the black spaces below before clicking
on it to display the answer.
Help!
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Equal Employment Opportunity | show 🗑
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show | -Fairness issues
-Economic disparity
-Changing material values
-Interest group agendas
-Political party mandates
-Loop-holes in current legislation
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Legal Environment- Laws | show 🗑
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Legal Environment- Agencies | show 🗑
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show | -Rulings
-Written regulations
-Complaint investigations
-Technical assistance
-Lawsuits
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show | -Planning compliance strategies
-Formulating appropriate HR policies
-Briefing and training employees and managers
-Defending lawsuits
-Working with government agencies lobbying for policy changes
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show | -aimed at solving critical national issues, such as employment inequalities
-constituents are not business organizations, but political and social groups wanting to redress past social inequalities
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Equal Pay Act of 1963 | show 🗑
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Civil Rights Act (Title VII) 1964 | show 🗑
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Bona Fide Occupational Qualification (BFOQ) | show 🗑
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Business Necessity | show 🗑
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show | No federal laws bar discrimination based on one's sexual orientation.
Court cases have consistently held that sexual orientation is not a valid defense against discrimination.
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Age Discrimination in Employment Act of 1967 | show 🗑
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Executive Order 11246 | show 🗑
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show | Prohibits sex-plus discrimination, solidified the inclusion of "sex" in the protected classes of CRA Title VII.
Requires pregnancy to be treated like any other disability.
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show | Prohibited discrimination against qualified individuals.
Required removal of physical barriers.. reasonable accommodation.
Excluded illegal drugs,
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Disability | show 🗑
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show | -adjustment disorders
-stress
-poor eyesight, high blood pressure (can be treated
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Civil Rights Act of 1991 | show 🗑
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Uniformed Services Employment and Reemployment Rights Act | show 🗑
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State of North Carolina | show 🗑
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Uniform Guidelines on Employee Selection Procedures | show 🗑
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show | Proof of validity is established through validation studies that show the job relatedness or lack thereof for the selection instrument under study.
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Prima facie case | show 🗑
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show | Employer treats an applicant/employee differently because of his/her protected class status (i.e., different standards for different people)
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Disparate impact | show 🗑
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Four-fifths rule | show 🗑
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Rebuttal to Illegal Discrimination Case | show 🗑
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show | Company must show that its procedures are related to employee performance.
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show | Company admits illegal discrimination but maintains it was necessary to the operation of the business
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Bona fide seniority system | show 🗑
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Business necessity | show 🗑
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Sexual Harassment (under Title VII) | show 🗑
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Quid Pro Quo Harassment | show 🗑
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show | Occurs when unwelcome sexual conduct “has the purpose or effect of unreasonably interfering with job performance or creating an intimidating, hostile, or offensive working environment.”
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show | Same-sex sexual harassment (male-to-male, female-to-female) is covered under Title VII.
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show | Of the nation’s top 500 companies, 70 percent now offer health benefits to same-sex couples.
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University of California at Davis Medical School v. Bakke (1978) | show 🗑
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Grutter v. Bollinger (2003) | show 🗑
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show | Diversity of student body is a compelling interest, but the University of Michigan undergraduate admissions policy was not narrowly tailored to meet that interest
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United Steelworkers of America v. Weber (1979): | show 🗑
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Firefighter Local 1784 v. Stotts (1984) & Wyant v. Jackson Board of Education (1986): | show 🗑
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show | Preferential treatment based on AA goals permitted if non-minorities protected.
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