Chapter 3: Equal Employment Opportunity & Human Resources Management
Key Terms
• Equal Employment Opportunity: The treatment of individuals in all aspects of employment.
• Protected Classes: Individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on equal employment opportunity.
• Bona Fide Occupational Qualification: Suitable defense against a discrimination charge only where age, religion, sex, or national origin is an actual qualification for performing the job.
• Business Necessity: Work-related practice that is necessary to the safe and efficient operation of an organization.
• Fair Employment Practices: State and local laws governing equal employment opportunity that are often more comprehensive than federal laws.
• Sexual Harassment: Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment
• Uniform Guidelines on Employee Selection Procedures: Is a procedural document published in the Federal Register to assist employers in complying with federal regulations against discriminatory actions.
• Adverse Impact: The rejection of a significantly higher percentage of a protected class for employment, placement, or promotion when compared with a non-protected class.
• Four fifths rule: Rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings.
• Disparate treatment: A situation in which protected class members receive unequal treatment or are evaluated by different standards.
• Workforce utilization analysis: A process of classifying protected-class members by number and by the type of job they hold within the organization.
• Affirmative Action: Policy that goes beyond equal employment opportunity by requiring organizations to comply with the law and correct past discriminatory practices by increasing the numbers of minorities and women in specific positions.
• Reverse Discrimination: The act of giving preference to members of protected classes to
• Equal Employment Opportunity: The treatment of individuals in all aspects of employment.
• Protected Classes: Individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on equal employment opportunity.
• Bona Fide Occupational Qualification: Suitable defense against a discrimination charge only where age, religion, sex, or national origin is an actual qualification for performing the job.
• Business Necessity: Work-related practice that is necessary to the safe and efficient operation of an organization.
• Fair Employment Practices: State and local laws governing equal employment opportunity that are often more comprehensive than federal laws.
• Sexual Harassment: Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment
• Uniform Guidelines on Employee Selection Procedures: Is a procedural document published in the Federal Register to assist employers in complying with federal regulations against discriminatory actions.
• Adverse Impact: The rejection of a significantly higher percentage of a protected class for employment, placement, or promotion when compared with a non-protected class.
• Four fifths rule: Rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings.
• Disparate treatment: A situation in which protected class members receive unequal treatment or are evaluated by different standards.
• Workforce utilization analysis: A process of classifying protected-class members by number and by the type of job they hold within the organization.
• Affirmative Action: Policy that goes beyond equal employment opportunity by requiring organizations to comply with the law and correct past discriminatory practices by increasing the numbers of minorities and women in specific positions.
• Reverse Discrimination: The act of giving preference to members of protected classes to