ch 3

Question 1

equal employment opportunity

Answer 1

The government’s 
attempt to ensure that 
all individuals have an 
equal opportunity for 
employment, regardless 
of race, color, religion, 
sex, age, disability, or 
national origin.

Question 2

americans with disabilities act of 1990

Answer 2

A 1990 act prohibiting individuals with
disabilities from being
discriminated against
in the workplace.

Question 3

equal employment opportunity commission

Answer 3

The government commission to ensure that 
all individuals have an 
equal opportunity for 
employment, regardless of race, color, 
religion, sex, age, 
disability, or national 
origin.

Question 4

utilization analysis

Answer 4

A comparison of the 
race, sex, and ethnic 
composition of an 
employer’s workforce 
with that of the available labor supply.

Question 5

goals and timetables

Answer 5

The part of a written affirmative action 
plan that specifies the 
percentage of women 
and minorities that 
an employer seeks to 
have in each job group 
and the date by which 
that percentage is to 
be attained.

Question 6

action steps

Answer 6

The written affirmative 
plan that specifies what 
an employer plans to 
do to reduce underutilization of protected 
groups.

Question 7

disparate treatement

Answer 7

A theory of discrimination based on different 
treatments given to 
individuals because 
of their race, color, 
religion, sex, national 
origin, age, or disability 
status.

Question 8

bona fide occupational

Answer 8

A job qualification 
based on sex, religion, 
and so on, that an 
employer asserts is a 
necessary qualification 
for the job.

Question 9

disparate impact

Answer 9

A theory of discrimination based on facially
neutral employment
practices that disproportionately exclude
a protected group
from employment
opportunities.

Question 10

four-fifths rule

Answer 10

A rule that states that 
an employment test 
has disparate impact 
if the hiring rate for a 
minority group is less 
than four-fifths, or 
80 percent, of the hiring rate for the majority 
group.

Question 11

standard deviation rule

Answer 11

A rule used to analyze
employment tests to
determine disparate
impact; it uses the difference between the
expected representation for minority groups
and the actual representation to determine
whether the difference
between the two is
greater than would
occur by chance.

Question 12

reasonable accommodation

Answer 12

Making facilities readily accessible to and
usable by individuals
with disabilities.

Question 13

occupational safety and health act

Answer 13

The law that authorizes 
the federal government to establish and 
enforce occupational 
safety and health standards for all places of 
employment engaging 
in interstate commerce.

Question 14

general duty clause

Answer 14

The provision of the 
Occupational Safety 
and Health Act that 
states that an employer 
has an overall obligation to furnish employees with a place of 
employment free from 
recognized hazards.

Question 15

safety awareness program

Answer 15

Employer programs
that attempt to instill
symbolic and substantive changes in the
organization’s emphasis on safety.

Question 16

job hazard analysis technique

Answer 16

A breakdown of each
job into basic elements, each of which
is rated for its potential
for harm or injury.

Question 17

technic of operations review

Answer 17

Method of determining safety problems
via an analysis of past
accidents.