Flashcards in Chap-3 terms Deck (26):
Unlawful or discriminatory employment practices?
employment practices that unfairly discriminate against people with characteristics protected by law
person hired by another person or business for a wage or fixed payment in exchange for personal services, and who does not provide the services as part of an independent business
explicit employment contract?
specific written or verbal employment contract
Implicit employment contract?
an understanding that is NOT part of a written or verbal contract
an employment relationship in which either party can terminate the employment relationship at any time for just cause, no cause, or any cause that is not illegal with no liability as long as there is no contract for a definite term of employment
Any job in which an individual does not have a contract for long-term employment
nonpermanent workers who can be supplied by staffing agencies or directly hired by the company
employees of a company (also called a professional employer organization) who take on the operation of certain functions, or staff an entire location on a contractual basis for a client company
legally represent workers, organizing employees and negotiating the terms and conditions of union member's employment
performs services wherein the employer controls or directs only the result of the work
reasonable steps to accommodate a disability that do not cause the employer undue hardship
Bona fide occupational qualification (BFOQ)?
characteristic that is essential to the successful performance of a relevant employment function
important business objective of the employer
group of people who share a particular characteristic that is protected by federal and/or state employment discrimination laws
Equal employment opportunity (EEO)?
employment practices designed and used in a "facially neutral" manner
proactive effort to eliminate discrimination and its effects, and to ensure nondiscriminatory results in employment practices in the future
establish specific requirements that certain numbers of people from disadvantaged groups be hired
intentional discrimination based on a protected class
when an employer is accused of having both a legitimate and an illegitimate reason for making an employment decision
Adverse (disparate) impact?
when an action has a disproportionate effect on a protected group, regardless of the employer's intent
compare the percentage of men, women, or minorities employed in a job category with their availability in the relevant population of qualified people interested in the position
statistics that compare the percentage of applicants hired from different subgroups to determine if they are significantly different from each other
Statistics that compare the percentages of men, women or minorities in various job categories to see if men, women or minorities are concentrated in certain workforce categories
misrepresenting the job or organization to a recruit
when an employer hires an applicant it knows or should've known could harm a third party