HR Study Guide CH3.csv
Card Set Information
HR Study Guide CH3.csv
KCC HRM CH3
KCC MGT 124 CH3
A group identified for protection under EEO laws and regulations.
Occurs when members of a group are treated differently from others.
Occurs when members of a protected category are substantially underrepresented as a result of employment decisions that work to their disadvantage.
A practice necessary for safe and efficient organizational operations.
bona fide occupational qualification
Characteristic providing a legitimate reason why an employer can exclude persons on otherwise illegal bases of consideration.
burden of proof
What individuals who file suit against employers must prove in order to establish that illegal discrimination has occurred.
Punitive actions taken by employers against individuals who exercise their legal rights.
Employment that is not affected by illegal discrimination.
blind to differences
Differences among people should be ignored and everyone should be treated equally.
Employers are urged to employ people based on their race, age, gender, or national origin to make up for historical discrimination.
The hiring of groups of people based on their race, age, gender or national origin.
affirmative action plan (AAP)
A document reporting on the the composition of an employer's workforce, required for federal contractors.
Identifies the number of protected-class members available to work in the appropriate labor markets for given jobs.
Identifies the number of protected-class members employed in the organization and the types of jobs they hold.
The idea that pay for jobs requiring comparable levels of knowledge, skill, and ability should be similar, even if actual duties differ significantly.
Actions that are sexually directed, are unwanted, and subject the worker to adverse employment conditions or create a hostile work environment.
Discriminatory practices that have prevented women and other protected-class members from advancing to executive-level jobs.
Practice of allowing relatives to work for the same employer.
quid pro quo
Sexual harassment in which employment outcomes are linked to the individual granting sexual favors.
Sexual harassment in which an individual's work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions.
essential job functions
Fundamental job duties.
A modification to a job or work environment that gives a qualified individual an equal employment opportunity to perform.
Significant difficulty or expense imposed on an employer in making an accommodation for individuals with disabilities.
Someone who has a physical or mental impairment that substantially limits life activities, who has a record of such an impairment, or who is regarded as having such an impairment.
Approach in which employees gradually reduce their workloads and pay levels.