Employment Discrimination Laws and Definitions, Quizzes of Human Resource Management

Download Employment Discrimination Laws and Definitions and more Quizzes Human Resource Management in PDF only on Docsity! TERM 1 Four-fifths rule DEFINITION 1 ____ ____ ____:Generally used by:Department of labor (DOL)EEOC TERM 2 uniform guidelines DEFINITION 2 ___ ______:provides guidelines to organizations for selection methods TERM 3 protected group DEFINITION 3 _____ ____:selection rate compared to selection rate of the majority ygroup TERM 4 Equal pay act 1963 DEFINITION 4 major employment laws:____ ____ ___ ____:woman must be paid equal wages for equal work. law provided an out if differences were legitimate TERM 5 Title VII of the civil rights act (CRA) DEFINITION 5 major employment laws:___ ___ ___ ___ ____ ___ :prohibits discrimination on the basis of race, color, religion, sex, or national origin. the single most significant legislation dealing with discrimination in the workplaceAct applies to ERS w/ 15 or more EES working 20 weeks year in interstate commerce (clause there to protect the 10th amendment--state rights TERM 6 Disparate treatment DEFINITION 6 types of discrimination:_____ ____-intentional treatment of protected group members. Unless ER can prove there is BFOQ. Burden of proof on the plaintiff to prove discriminatory motive TERM 7 disparate impact DEFINITION 7 types of discrimination:_____ ____:a neutralemployment practice disproportionately excludes members of a group. Unintentional act. To the agencies or courts "intent" doesn't matter- 4/5 rule is used TERM 8 pattern or practice DEFINITION 8 types of discrimination:___ or ____:engaging in a series of actions over an extended period of time that significantly discriminates against a protected class group or groups. TERM 9 proven DEFINITION 9 types of discrimination:it must be ____ thatorganizationintentionallyengagedin actionthatpurposely denies rights of protected group TERM 10 BFOQ- Bona Fide Occupational Qualification DEFINITION 10 organization defenses:-qualification is absolutely required- successful on the job-cannot be desiredmust be mandatory- ex: actor in a play, religious roles in church TERM 21 race norming DEFINITION 21 under civil rights act of 1991-_____ ____:concept that one group have different scores than another group. one group must have higher than another group is now illegal. Equated it with quotas . TERM 22 Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) DEFINITION 22 more employment acts:-protects those who have served country can retain their civilian employment and benefits-- not discriminate because of their service to the country (not necessarily the case) TERM 23 Veteran's Benefits Improvement Act 2004 DEFINITION 23 more employment acts:-maintain health coverage for those on active duty from 18 months to 24 months-posting notices in workplaces TERM 24 Title II-Genetic Information Nondiscrimination Act (GINA) DEFINITION 24 more employment acts:-prohibits use of genetic info in employment-prohibits intentional gathering of genetic info of applicants-strong confidentiality rules TERM 25 Lilly Ledbetter Fair Pay Act of 2009 DEFINITION 25 more employment acts:-Added to Title VII CRA-standard time to file lawsuit is extended from 180 days TERM 26 Immigration Reform Act 1952 DEFINITION 26 more employment acts:-allows certain immigrant workers but with caps TERM 27 Immigration Reform Act of 1986 DEFINITION 27 more employment acts:-knowingly hire illegal immigrant workers fined-I-9 document:must verify legitimacy within three days of employment on the job. Id's must be valid TERM 28 Equal Employment Opportunity Commission- 1964 CRA DEFINITION 28 -investigation and resolving discrimination complaints through either conciliation or litigation.-gathering and compiling statistical info on complaints-education and outreach on illegal discrimination TERM 29 Equal Employment Opportunity (EEO) DEFINITION 29 General ____ timeline:-individuals must file within 180 days of alleged discrimination-complainant must give agency 60 days to investigate-if complainant is displeased with decision they have 300 days from the date of discrimination to file suit (LLFPA)-complaint's responsibility to ensure deadlines are met.-right to sue letter TERM 30 adverse action DEFINITION 30 Retaliation-_____ ___: any action such as hiring, firing, demotion, transfer, reduction of pay. Any action that harms the employee or applicant TERM 31 Retaliation DEFINITION 31 _____: occurs when an organization takes adverse employment action against an individual because he/she brought discrimination charges against the company TERM 32 Constructive discharge DEFINITION 32 _____ ____: an employee decides to leave employment because he or she has been placed in extreme situations where the work environment has become so toxic or intolerable hat the employee quits or resigns. TERM 33 Affirmative Action DEFINITION 33 Affirmative Action- Diversity____ ____: series of policies, actions, and initiatives acted upon by an organization to offer preference hiring of protected group individuals in certain situation where statistical data shows possible discrimination has occurred. TERM 34 Executive Order 11246 DEFINITION 34 Affirmative Action- Diversity____ ___ ____: contracts of $10K or more annually then ordered by Presidential order to maintain an AAP TERM 35 Office of Federal Contract Compliance OFCCP DEFINITION 35 Affirmative Action- DiversityOffice of ____ ____ ___ (OFCCP): monitors EO 11246, Section 502 of Rehab Act and VEVRRA of 1974. Discrimiation-desk or onsite audits