Fundamentals of Human Resource Management CH 3
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Civil Rights Act of 1964
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Outlawed racial segregation and discrimination in employment, public facilities, and education.
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Title VII
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the most prominent piece of legislation regarding HRM, it states the illegality of discriminating against individuals based on race, religion, sex, or national origin.
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Equal Employment Opportunity Act
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Granted enforcement powers to the Equal Employment Opportunities Commission
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Equal Employment Opportunities Commission
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The arm of the federal goverment empowered to handle discrimination in Employment cases.
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Age discrimination in Employment Act
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This act prohibits arbitrary age discrimination, particulary among those over age 40.
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Equal Pay Act
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Requires equal pay for equal work regardless of gender
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Executive Order 11246
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Prohibits discrimination on the bases of race, religion, color, and national origin by federal agencies as well as those working under federal contracts
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Executive Order 11375
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Added sex based discrimination to E.O. 11246
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Equal Employment Opportunity Act of 1978
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Increased mandatory retirement age from 65 to 70. Later ammended (1986) to eliminate the upper age limit
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Pregnancy discrimination act of 1978
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Affords EEO protection to pregnant workers and requires pregnancy to be treated like any other disabillity
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Americans with disabilities act of 1990
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prohibits discrimination against an essentially qualified individual, and requires enterprises to reasonably accommodate individuals
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Civil rights Act of 1991
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Nullified selected Supreme Courts decisions. Reinstates burden of proof by employer. Allows for punitive and compensatory damages through jury trial.
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Family and Medical Leave Act of 1993
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Permits employees in organizations of 50 or more workers to take up to 12 weeks in unpaid leave for family or medical reasons each year.
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Uniformed Services Employment and Reemployment Rights Act of 1994
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Allows veterans the rights to return to their job in the private sector when returning from military service
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Genetic information Nondiscrimination Act of 2008
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Prohibits discrimination based on an employee's genetic information
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Lilly Ledbetter Fair Pay Act
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allows workers to file pay discrimination claims within 180 days of a discriminatory paycheck
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reasonable accommodations
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changes to the work place that allows qualified workers with disabilites to preform their jobs
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Adverse impact
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a consequence of an employment practice that results in a greater rejection rate for a minority group in the occupation
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adverse (disparate) treatment
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an employment situation where protected group members recieve treatment different from other employees in matters such as performance evaluations and promotions.
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4/5ths rule
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a rough indicator of discrimination, this rule requires that the number of minority members a company hires must equal at least 80 percent of the majority members in the population hired.
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McDonnell-Douglas Corp v. Green
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Supreme court case that led to a four part test used to determine if discrimination has occurred.
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affirmative action
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a practice in organizations that goes beyond discontinuance of discriminatory practices to include actively seeking, hiring and promoting minority group members and women.
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bona fide occupational qualifications
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job requirements that are reasonably necessary to meet the normal operations of that business or enterprises
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seniority systems
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decisions such as promotions, pay and layoffs are made on the basis of an employee's seniority of length of service
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Griggs vs. Dukes Power Company
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Landmark supreme court decision stating that tests must fairly measure the knowledge or skills required for the job.
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Albemarle Paper Company v. Moody
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Supreme court case that clarified the methodological requirements for using and validating tests in selection.
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Wards Cove Packing Company v. Atonio
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a notable supreme court case that had the effect of potentially undermining two decades of gains made in equal employment opportunities
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reverse discrimination
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a claim made by white males that minority candidates are given preferential treatment in employment decisions
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Washington v. Davis
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Job related tests are permissible for screening applicants.
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Connecticut v. Teal (1984)
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requires all steps in a selection process to meet the 4/5ths rule.
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Firefighters Local 1784 v. Stotts (1984)
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layoffs are permitted by seniority despite effects it may have on minority employees.
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Wyant v. Jackson Board of Education
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Layoffs of white workers to establish racial or eth of balances are illegal; however, this case reaffirmed the use of affirmative action plans to correct racial imbalance
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United States v. Paradise
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quotas may be used to correct significant racial discrimination practices.
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Sheetmetal Workers Local 24 v. EEOC (1987)
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racial preferences could be used in layoff decisions only for those who had been subjected to previous race discrimination
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Johnson v. Santa Clara County Transportation Agency (1987)
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Reaffirmed the use of preferential treatment based on gender to overcome problems in existing affirmative action plans.
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Sexual Harassment
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anything of sexual nature that creates a condition of employment, an employment consequence, or a hostile or offensive work environment.
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quid pro quo harassment
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Some type of sexual behavior is expected as a condition of employment
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hostile environment harassment
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offensive an unreasonable situations in the workplace that interfere with the ability to work
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comparable worth
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equal pay for jobs similar in skills, responsibility, working conditions and effort.
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Duke vs. Walmart Store
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Lawsuit brought on behalf of 1.6 million women who have worked at Walmart since 1998 claiming discrimination in pay and promotion
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glass ceiling
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the indivisible barrier that blocks females and minorities from ascending into upper levels of an organization.
