Human Resource Management
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each of the black spaces below before clicking
on it to display the answer.
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| show | The treatment of individuals in all aspects of employment—hiring, promotion, training, etc.—in a fair and nonbiased manner
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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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| show | -Passed by congress
-Passed by state legislature
-Presidential executive orders
*changes go through state court system or federal court system
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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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| Purpose of EEO | show 🗑
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| show | -Equal pay for equal work standard
-established affirmative defenses
+merit
+seniority
+quantity/quality
+any factor other than sex
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| Civil Rights Act (Title VII) 1964 | show 🗑
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| show | Company admits illegal discrimination but maintains it was necessary to the operation of the business
**e.g. Hooters
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| Business Necessity | show 🗑
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| Sexual Orientation | show 🗑
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| show | Prohibits discrimination with regard to increasing age, required benefit coverage for older workers, protects workers age 40-65.
**1978: raise mandatory retirement age to 70
***1986 no upper age limit
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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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| Americans with Disabilities Act | show 🗑
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| Disability | show 🗑
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| NOT a Disability | show 🗑
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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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| show | Private employers may not make employment decisions based on: Age, AIDS/HIV, any type of genetic testing or information,
Service in the U.S. military or NC National Guard, Lawful use of any product when not at work (e.g., alcohol, tobacco)
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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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| Disparate treatment | show 🗑
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| Disparate impact | show 🗑
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| show | Hiring rate of protected class is less than 4/5 of the hiring rate of the majority group
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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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| Bona Fide Occupational Qualification (BFOQ) | show 🗑
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| show | Employment practices that result in unfair discrimination are permitted if the actions are part of a bona fide seniority system
e.g last hired, first fired stands in court.
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| Business necessity | show 🗑
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| show | Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment
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| Quid Pro Quo Harassment | show 🗑
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| Hostile Environment | show 🗑
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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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| show | School could not set aside seats for minorities; consideration of race in admissions must be narrowly tailored to achieve a compelling interest in diversity
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| Grutter v. Bollinger (2003) | show 🗑
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| Gratz v. Bollinger (2003) | show 🗑
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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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