HR Study Guide CH3.csv

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Author:
miv
ID:
66692
Filename:
HR Study Guide CH3.csv
Updated:
2011-02-16 01:39:54
Tags:
KCC HRM CH3
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Description:
KCC MGT 124 CH3
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  1. protected category
    A group identified for protection under EEO laws and regulations.
  2. disparate treatment
    Occurs when members of a group are treated differently from others.
  3. disparate impact
    Occurs when members of a protected category are substantially underrepresented as a result of employment decisions that work to their disadvantage.
  4. business necessity
    A practice necessary for safe and efficient organizational operations.
  5. bona fide occupational qualification
    Characteristic providing a legitimate reason why an employer can exclude persons on otherwise illegal bases of consideration.
  6. burden of proof
    What individuals who file suit against employers must prove in order to establish that illegal discrimination has occurred.
  7. retaliation
    Punitive actions taken by employers against individuals who exercise their legal rights.
  8. equal employment
    Employment that is not affected by illegal discrimination.
  9. blind to differences
    Differences among people should be ignored and everyone should be treated equally.
  10. affirmative action
    Employers are urged to employ people based on their race, age, gender, or national origin to make up for historical discrimination.
  11. Affirmative Action
    The hiring of groups of people based on their race, age, gender or national origin.
  12. affirmative action plan (AAP)
    A document reporting on the the composition of an employer's workforce, required for federal contractors.
  13. availability analysis
    Identifies the number of protected-class members available to work in the appropriate labor markets for given jobs.
  14. utilization analysis
    Identifies the number of protected-class members employed in the organization and the types of jobs they hold.
  15. pay equity
    The idea that pay for jobs requiring comparable levels of knowledge, skill, and ability should be similar, even if actual duties differ significantly.
  16. sexual harassment
    Actions that are sexually directed, are unwanted, and subject the worker to adverse employment conditions or create a hostile work environment.
  17. glass ceiling
    Discriminatory practices that have prevented women and other protected-class members from advancing to executive-level jobs.
  18. nepotism
    Practice of allowing relatives to work for the same employer.
  19. quid pro quo
    Sexual harassment in which employment outcomes are linked to the individual granting sexual favors.
  20. hostile environment
    Sexual harassment in which an individual's work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions.
  21. essential job functions
    Fundamental job duties.
  22. reasonable accommodation
    A modification to a job or work environment that gives a qualified individual an equal employment opportunity to perform.
  23. undue hardship
    Significant difficulty or expense imposed on an employer in making an accommodation for individuals with disabilities.
  24. disabled person
    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.
  25. phased retirement
    Approach in which employees gradually reduce their workloads and pay levels.

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