BUS z440 exam1 chapter 2

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  1. title VII of the 1964 Civil Right Act
    this section of  the act say that you can not discriminate on the basis of race ,color, religion, sex, or national origin with respect to employment
  2. Americans with Disabilities (ADA)
    The act requires employers to make reasonable accommodations for disabled employees; it prohibits discrimination against disabled persons (aids is disability)
  3. sexual harassment
    harassment on the basis of sex that has the purpose or effect of substantially interfering with a person's work performance or creating an intimidating, hostile, or offensive work environment
  4. there are three main ways someone can prove sexual harassment
    • 1.Quid Pro Quo
    • 2.Hostile Environment created by supervisor
    • 3. Hostile environment created by coworkers or nonemployees
  5. Adverse impact
    the overall impact of employer practices that results in significantly higher percentages of members of minorities and other protected groups being rejected for employment , placement ,or promotion
  6. Bona fide occupational qualification (BFOQ) 40
    requirements that an employee be of a certain religion, sex, or national origin where that is reasonably necessary to the organization's normal operation. specified by the 1964 civil right act
  7. Equal Employment Opportunity Commission (EEOC)
    The commission, created by title VII, empowered to investigate job discrimination complaints and sue on behalf of complainant
  8. Affirmative action
    steps that are taken for the purpose of eliminating the present effects of past discrimination
  9. Office of Federal Contract Compliance Programs (OFCCP)
    this office is responsible for implementing the executive orders and ensuring compliance of federal contracts (president signed)
  10. Equal Pay Act of 1963
    the act requiring equal pay for equal work, regardless of sex. ( this is not closed )
  11. Griggs vs Duke power 30
  12. Civial Right Act CRA  30
    the act that places the burden of proof back on the employers and permits compensatory and punitive damages
  13. Disparate rejection rates and 4/5 th rule
    • disparate rejection rates- a test for adverse impact in which it can be demonstrated that there is a discrepancy between rates of rejection of members of protected group and of others
    • 4/5th rule- federal agency rule that a minority selection rate less than 80% (4/5ths) of that for the group with the highest rate is evidence of adverse impact
  14. restricted policy
    approach means demonstrating that the employer's policy intentionally or unintentionally excluded members of a protect class (usually the policy is obvious ex dress code outback
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BUS z440 exam1 chapter 2
2015-05-18 19:31:17
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