Chapter 3 Flashcards
(27 cards)
employment practices that unfairly discriminate against people with characteristics protected by law.
Unlawful or Discriminatory Employment Practices
someone who is 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.
Employee
specific written or verbal employment contract.
Explicit Employee Contract
: an understanding that is not part of a written or verbal contract.
Implicit Employee 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.
At-Will Employment
any job in which an individual does not have a contract for long term employment.
Contingent Work
nonpermanent workers who can be supplied by staffing agencies or directly hired by the company.
Temporary Workers
employees of a company who take on the operation of certain functions, or staff an entire location on a contractual basis for a client company.
Leased Workers
legally represent workers, organize employees, and negotiate the terms and conditions of union members’ employment.
Labor Unions
performs services wherein the employer controls or directs only the result of the work.
Independent Contractor
reasonable steps to accommodate a disability that do not cause the employer undue hardship.
Reasonable Accommodation
a characteristic that is essential to the successful performance of a relevant employment function.
Bona Fide Occupational Qualification
an important business objective of the employer.
Business Necessity
a group of people who share a particular characteristic that is protected by federal and or state employment discrimination laws.
Protected Class
employment practices designed and used in a facially neutral manner.
Equal Employment Opportunity
the proactive effort to eliminate discrimination and its effects, and to ensure nondiscriminatory results in employment practices in the future.
Affirmative Action
establish specific requirements that certain numbers of people from disadvantaged groups.
Staffing Quotas
when a process or practice discriminates against significant numbers of applicants or employees.
Systematic Discrimination
intentional discrimination based on a protected characteristic.
Disperate Treatment
when an employer is accused of having both a legitimate and an illegitimate reason for making an employment decision.
Mixed Motive
when an action has a disproportionate effect on a protected group, regardless of the employer’s intent.
Disperate (adverse) Impact
compare the % of men, women, or minorities employed in a job category with their availability in the relevant population of qualified people interested in the position.
Stock Statistics
stats that compare the % of applicants hired from different subgroups to determine if they are significantly different from each other.
Flow Statistics
stats that compare the % of men, women, or minorities in various job categories to see if men, women, or minorities are concentrated in certain workforce categories
Concentration Statistics