Set One Flashcards
(168 cards)
1
Q
Disparate impact
A
Occurs when the selection rate for an employment decision works to the disadvantage of a protected class; also known as adverse impact
2
Q
Résumé
A
Document prepared by job candidate (or professional hired by candidate) to highlight candidate’s strengths and experience
3
Q
Patterned interview
A
Type of interview in which interviewer asks each applicant questions that are from the same knowledge, skill, or ability area; also called targeted interview
4
Q
Age Discrimination in Employment Act (ADEA)
A
Act that prohibits discrimination in employment for persons age 40 and over
5
Q
Job specification
A
Spells out qualifications necessary for an incumbent to be able to perform a job
6
Q
Fishbowl interview
A
Interactive type of group interview that helps employer learn how individual interacts with others to solve business-related issues as well as individual’s depth of analytical skills and natural abilities as leader or team player
7
Q
Uniform Guidelines on Employee Selection Procedures
A
Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination
8
Q
Delphi technique
A
Forecasting technique that progressively collects information from a group without physically assembling the contributors
9
Q
Assessment centers
A
Method of evaluating candidates using content-valid work samples of a job; typically for managerial positions
10
Q
Exit interview
A
Interview conducted when an employee is terminating with an organization in which employee is asked to share views on selected issues
11
Q
Retaliatory discharge
A
Result of an employer punishing an employee for engaging in activities protected by the law (e.g., filing a discrimination charge, opposing unlawful employer practices
12
Q
Skill tracking systems
A
Computerized talent or skill inventories that can furnish a list of qualified people
13
Q
Bona fide occupational qualification (BFOQ)
A
Situation in which religion, sex, or national origin is reasonably necessary to carrying out a particular job function in the normal operations of an organization
14
Q
Johnson v. Santa Clara County Transportation Agency
A
Court ruling that endorsed using gender as one factor in an employment decision if underrepresentation is shown and if the affirmative action plan is not a quota system
15
Q
Offer letter
A
Document that formally communicates the employment offer, making the hiring decision official
16
Q
Parent-country nationals (PCNs)
A
Citizens of an organization’s headquarters country who reside and work abroad with the intent of returning to the home country
17
Q
Directive interview
A
Type of interview in which interviewer poses specific questions to a candidate and keeps control
18
Q
Kolstad v. American Dental Association
A
Case in which Supreme Court held that the availability of punitive damages depends on the motive of the discriminator rather than the nature of the conduct
19
Q
Job analysis
A
Systematic study of jobs to determine what activities (tasks) and responsibilities they include, personal qualifications necessary for performance, conditions under which work is performed, and reporting structure
20
Q
Job applicant
A
According to EEO regulations, anyone who expresses an interest in employment, regardless of whether that person meets the employer’s minimum qualifications for the job
21
Q
Construct validity
A
Extent to which a selection device measures the theoretical construct or trait (e.g., intelligence or mechanical comprehension
22
Q
Predictive validity
A
Type of criterion-related validity; degree to which predictions made by a test are confirmed by the later behavior of test takers
23
Q
Co-employment
A
Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier; also known as joint employment
24
Q
Inpatriates
A
Employees brought in from another country to work in the headquarters country for a specified period
25
Ricci v. DeStefano
Supreme Court ruling that employers may violate Title VII when they engage in race-conscious decision making to address adverse impact unless they can demonstrate a “strong basis in evidence” that, had they not taken the action, they would have been liable under a disparate impact theory
26
Realistic job preview (RJP)
Part of the selection process that provides an applicant with honest and complete information about a job and the work environment
27
Pennsylvania State Police v. Suders
Case in which Supreme Court ruled on the use of the affirmative defense in a constructive discharge claim for an employer whose supervisors are charged with harassment
28
State (public) employment agencies
Agencies that provide employee screening, testing, and referral at no cost to the employer
29
Stress interview
Type of interview in which interviewer assumes an aggressive posture to see how a candidate responds to stressful situations
30
Closed questions
Questions that can usually be answered with yes or no
31
Repetitive interview
Type of interview in which interviewer asks every applicant the same questions; also called a structured interview
32
PERM (Program Electronic Review Management)
Streamlined process for obtaining labor certification for foreign nationals seeking permanent residence through their employment
33
Prescreening interview
Type of interview that is useful when an organization has a high volume of applicants for a job and face-to-face interviews are needed to judge prequalification factors
34
Smith v. Jackson, Mississippi
Case in which Supreme Court held that Age Discrimination in Employment Act authorizes recovery on a disparate impact theory but with narrower scope than that provided under Title VII
35
Quota
Involves hiring and promoting a fixed number of individuals based on race, gender, or other protected-class standards
36
Stereotyping
Type of interviewer bias that involves forming generalized opinions about how people of a given gender, religion, or race appear, think, act, feel, or respond
37
Adverse impact
Occurs when the selection rate for an employment decision works to the disadvantage of a protected class; also known as disparate impact
38
Judgmental forecasts
Use of information from past and present to predict future conditions
39
Affirmative action plans (AAPs)
Written plans that outline an organization’s programs, policies, and procedures for proactively ensuring equal opportunity in all aspects of employment, such as recruiting, hiring, training, promoting, and compensating
40
Executive search firms
External recruiting method; firms seek out candidates, usually for executive, managerial, or professional positions
41
Staffing
HR function that identifies organizational human capital needs and attempts to provide an adequate supply of qualified individuals for jobs in an organization
42
Organizational unit
Any discrete component of an organization in which there is a level of supervision responsible and accountable for the selection, compensation, etc., of employees within the unit
43
Payrolling
When an organization needing help identifies specific people and refers them to a staffing firm, which employs them and assigns them to work at the organization
44
Behavioral interview
Type of interview that focuses on how applicant previously handled real situations
45
Cognitive ability tests
Tests that assess skills the candidate has already learned
46
Nondirective interview
Type of interview in which interviewer asks open questions and provides general direction but allows applicant to guide process
47
Situational interview
Type of interview in which interviewer asks questions designed to elicit stories and examples that demonstrate the applicant’s skills and qualifications
48
Selection interview
Interview designed to probe areas of interest to interviewer in order to determine how well a job candidate meets the needs of the organization
49
Immigration and Nationality Act (INA)
Fundamental body of U.S. immigration law applying to all employers; addresses employment eligibility and employment verification and defines the conditions for the temporary and permanent employment of aliens in the U.S
50
Job competencies
Knowledge, skills, and abilities (KSAs) and other personal characteristics that work together to produce outstanding performance in a given area of responsibility
51
Americans with Disabilities Act (ADA)
Act that prohibits discrimination against a qualified individual with a disability because of his/her disability
52
Cultural noise
Failure to recognize responses of a candidate that are socially acceptable rather than factual
53
Turnover
Annualized formula that tracks number of separations and total number of workforce employees per month
54
Essential functions
Primary job duties that a qualified individual must be able to perform, either with or without accommodation; a function may be considered essential because it is required in a job or because it is highly specialized
55
Skill banks
Computerized talent or skill inventories that can furnish a list of qualified people
56
Workforce planning
Process an organization uses to analyze its workforce and determine steps it must take to prepare for future needs; strategically aligns an organization’s human capital with its business direction
57
Gender
Refers to the socially constructed roles, behaviors, activities, and attributes that a given society considers appropriate for men and women
58
Structured interview
Type of interview in which interviewer asks every applicant the same questions; also called a repetitive interview
59
Grutter v. Bollinger
Case in which Supreme Court held that University of Michigan’s law school admission program was sufficiently “narrowly tailored” to consider race as a factor in admission decisions in order to achieve goal of a diverse student body
60
Lilly Ledbetter Fair Pay Act
Act that creates a rolling time frame for filing wage discrimination claims and expands plaintiff field beyond employee who was discriminated against
61
Uniformed Services Employment and Reemployment Rights Act (USERRA)
Act that protects the employment, reemployment, and retention rights of persons who serve or have served in the uniformed services
62
Simulations
Representations of real situations; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued
63
Employment-at-will
Common-law principle stating that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and employees have the right to quit a job at any time
64
Flexible staffing
Use of alternative recruiting sources and workers who are not regular employees; also known as alternative staffing
65
Harris v. Forklift Systems, Inc
Court ruling that established “reasonable person” standard in a sexual harassment case
66
Worker Adjustment and Retraining Notification (WARN) Act
Act that requires some employers to give a minimum of 60 days’ notice if a plant is to close or if mass layoffs will occur.
67
City of Richmond v. J. A. Croson Company
1989 Court ruling that the numerical quota system of Richmond, Virginia, was unconstitutional because the city had not laid the proper groundwork and had not adequately identified or documented discrimination
68
Albemarle Paper v. Moody
1975 court ruling that items used to validate employment requirements must be job-related
69
School Board of Nassau v. Arline
Supreme Court ruling that persons with contagious diseases could be covered by the Rehabilitation Act of 1973
70
Affirmative action (AA)
Practice in which employers make efforts to increase the presence of women, minorities, covered veterans, and disabled individuals in the workplace and take positive steps to correct their underutilization
71
Job bidding
Internal recruiting method that allows employees to indicate an interest in a position before one becomes available
72
Vicarious liability
Legal doctrine under which a party can be held liable for the wrongful actions of another party
73
Concurrent validity
Type of criterion-related validity determined by relating the test scores of a group of test takers who take a test (Test A) to some other criterion measure (Test B) that is administered at the same time
74
Retention
Ability to keep talented employees in an organization
75
Employment offer
Makes the hiring decision official; should immediately follow the final decision to hire a candidate; formally communicated through an offer letter
76
Oncale v. Sundowner Offshore Service, Inc
Court ruling that same-gender harassment is actionable under Title VII
77
Joint employment
Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier; also known as co-employment
78
Host-country nationals (HCNs)
Employees working in their own countries; also known as local nationals.
79
Civil Rights Act of 1991
Act that expands the possible damage awards available to victims of intentional discrimination to include compensatory and punitive damages; gives plaintiffs in cases of alleged discrimination the right to a jury trial
80
Washington v. Davis
Court ruling that dealt with job testing and discrimination
81
Pregnancy Discrimination Act
Act that prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions
82
Organizational exit
Process of managing the way people leave an organization; also referred to as offboarding
83
Outsourcing
Flexible staffing option in which an independent organization with expertise in operating a specific function contracts with an organization to assume full operational responsibility for the function
84
Criterion-related validity
Refers to the link between a selection device and job performance
85
Multiple linear regression
Statistical method that can be used to project future demand; several variables are utilized
86
Vietnam Era Veterans Readjustment Assistance Act (VEVRAA)
Act that prohibits discrimination against certain veterans
87
Team interview
Type of interview used in situations where the position relies heavily on team cooperation; supervisors, subordinates, and peers are usually part of the process
88
Workforce analysis
List of job titles ranked from lowest- to highest-paid within an organizational unit
89
Quid pro quo harassment
Type of sexual harassment that occurs when an employee is forced to choose between giving in to a superior’s sexual demands and forfeiting an economic benefit such as a pay increase, a promotion, or continued employment
90
Placement goals
Objectives or targets in an affirmative action plan that are set when the percentage of minorities or women in a job group is less than reasonably expected given their availability
91
Prima facie
Latin term for “on first view” or “at first appearance”; in an EEO case, when a plaintiff presents evidence of a prima facie case, the employer must articulate a legitimate, nondiscriminatory reason for its decision
92
First-impression error
Type of interviewer bias in which interviewer makes snap judgments and lets first impression (either positive or negative) cloud the interview
93
ADA Amendments Act (ADAAA)
Amendments to Americans with Disabilities Act covering the definition of individuals regarded as having a disability, mitigating measures, and other rules of construction to guide the analysis of what constitutes a disability
94
Succession planning
A talent management strategy to help identify and foster the development of high-potential employees
95
Panel interview
Type of interview in which structured questions are spread across a group; individual who is most competent in the relevant area usually asks the question
96
Sexual harassment
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature
97
Regents of the University of California v. Bakke
Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process
98
Griggs v. Duke Power
1971 case that recognized adverse impact discrimination
99
Job
Collection of employee activities (tasks) and responsibilities
100
Polygraph test
Test that measures respiration, blood pressure, and perspiration while person is asked a series of questions; outcome is a diagnostic opinion about honesty
101
Fair Credit Reporting Act (FCRA)
Act that protects privacy of background information and ensures that information supplied is accurate
102
Compliance evaluation
Evaluation that requires an organization to provide details on and documentation of its affirmative action plan
103
Hostile environment harassment
Occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual’s performance; creates an intimidating, threatening, or humiliating work environment; or perpetuates a situation that affects the employee’s psychological well-being
104
Psychomotor tests
Psychomotor tests
Tests that require a candidate to demonstrate a minimum degree of strength, physical dexterity, and coordination in a specialized skill area
105
Glass ceiling
Invisible barrier that blocks minorities and women from attaining senior executive positions
106
Content validity
Degree to which an interview, test, or other selection device measures the knowledge, skills, abilities, or other qualifications that are part of the job
107
Privacy Act
Act that protects the employment records of federal government employees from disclosure without prior authorization
108
e-Verify
Internet-based verification system that allows employers to verify the employment eligibility of their employees regardless of citizenship
109
Genetic Information Nondiscrimination Act (GINA)
Act that prohibits discrimination against individuals on the basis of their genetic information in both employment and health insurance
110
Organizational display
Part of an affirmative action plan that provides a graphical presentation of the organizational units, including their interrelationships
111
Ellerth v. Burlington Northern Industries
Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not
112
Targeted interview
Type of interview in which interviewer asks each applicant questions that are from the same knowledge, skill, or ability area; also called patterned interview
113
Congressional Accountability Act
Act that requires that federal employee relations and civil rights legislation enacted by Congress apply to employees of Congress
114
Jobs for Veterans Act (JVA)
Amendment to Vietnam Era Veterans Readjustment Assistance Act; deals with discrimination against certain veterans
115
McDonnell Douglas Corp. v. Green
Case that established criteria for disparate treatment
116
Disability
Physical or mental impairment that substantially limits major life activities
117
Personality tests
Tests that measure person’s social interaction skills and patterns of behavior
118
Gratz v. Bollinger
Case in which Supreme Court held that University of Michigan’s undergraduate admission program was not sufficiently “narrowly tailored” to consider race as a factor in admission decisions in order to achieve goal of a diverse student body
119
Employment contract
Agreement between an employer and an employee that explains the employment relationship
120
Involuntary termination
When employers decide to discharge particular employees for cause (e.g., poor performance, violations of employer policy
121
Substance abuse tests
Measures intended to ensure a drug-free workplace
122
Expatriates
Collective term for employees sent abroad to work in a country other than where they live
123
Job description
Summarizes most important features of a job, including required tasks, knowledge, skills, abilities, responsibilities, and reporting structure; physical requirements must also be included for ADA considerations
124
Simple linear regression
Projection of future demand based on a past relationship; involves a single variable
125
Rehabilitation Act
Act that prohibits discrimination based on physical or mental disabilities
126
Social media
Collectively describes a variety of online Internet technology platforms and communities that people use to communicate and share information and resources
127
Meritor Savings Bank v. Vinson
Court ruling that first held that sexual harassment violates Title VII of the Civil Rights Act of 1964 regardless of whether it is quid pro quo or hostile environment harassment
128
St. Mary’s Honor Center v. Hicks
Court ruling that Title VII plaintiff must show that discrimination was the real reason for an employer’s actions
129
General Dynamics Land Systems, Inc., v. Cline
Case in which Supreme Court held that the Age Discrimination in Employment Act does not protect younger workers, even if they are over age 40, from workplace decisions that favor older workers
130
Constructive discharge
Occurs when an employer makes working conditions so intolerable that an employee has no choice but to resign
131
Employment branding
Process of positioning an organization as an “employer of choice” in the labor market
132
Independent contractors
Self-employed individuals hired on a contract basis for specialized services
133
Honesty/integrity tests
Measures of applicants’ propensity toward undesirable behaviors such as lying, stealing, taking drugs, or abusing alcohol
134
Outplacement
Systematic process by which a laid-off or terminated employee is counseled in the techniques of career self-appraisal and in securing a new job that is appropriate to his or her talents and needs
135
Garnishment
Occurs when a creditor obtains a court order requiring an employer to attach an employee’s earnings in order to pay back a debt
136
Alternative staffing
Use of alternative recruiting sources and workers who are not regular employees; also known as flexible staffing
137
Immigration Reform and Control Act (IRCA)
Act that prohibits discrimination against job applicants on the basis of national origin or citizenship; establishes penalties for hiring illegal aliens and requires employers to establish each employee’s identity and eligibility to work
138
Consumer Credit Protection Act
Act that limits the amount of wages that can be garnished or withheld in any one week by an employer to satisfy creditors
139
Yield ratios
Ratios that can help quantify recruitment efforts
140
Job group analysis
Part of affirmative action plan that lists all job titles that comprise each job group having similar content and responsibilities, wage rates, and opportunities for advancement
141
Open question
Type of question that typically begins with what, where, why, when, or how
142
United Steelworkers v. Weber
Court ruling dealing with reverse discrimination charges; upheld that Title VII allows for voluntary, private, race-conscious programs aimed at eliminating racial imbalance in traditionally segregated job categories
143
Job posting
Internal recruiting method that allows current employees the chance to respond to announcements of positions
144
Repatriates
Employees who have returned home from an international assignment
145
Fair and Accurate Credit Transactions Act (FACT)
Act that provides some relief to employers using third parties to conduct workplace investigations
146
Taxman v. Board of Education of Piscataway
Court ruling that nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII
147
National origin
Refers to the country (including those that no longer exist) of one’s birth or of one’s ancestors’ birth
148
McKennon v. Nashville Banner Publishing Co
Case in which Supreme Court held that evidence of misconduct acquired after the decision to terminate cannot free an employer from liability, even if the misconduct would have justified terminating the employee
149
Negative emphasis
Type of interviewer bias that involves rejecting a candidate on the basis of a small amount of negative information
150
Organizational profile
?
151
Trend and ratio analyses
Use of statistics to determine whether relationships exist between two variables
152
Disparate treatment
Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards
153
Employment practices liability insurance (EPLI)
Protects an employer against claims by workers that their legal rights as employees of the organization have been violated
154
Civil Rights Act of 1964
First comprehensive U.S. law making it illegal to discriminate on the basis of race, color, religion, sex, or national origin
155
Availability analysis
Analysis in which organization considers internal and external availability in determining theoretical availability of minorities and women for established job groups
156
Nominal group technique
Group of individuals who meet face-to-face to forecast ideas and assumptions and prioritize issues
157
Aptitude tests
Tests that measure the general ability or capacity to learn or acquire a new skill
158
Third-country nationals (TCNs)
Employees who are citizens of countries other than where they work or where the organization’s headquarters resides
159
Protected class
People who are covered under a federal or state antidiscrimination law
160
Corporate management compliance evaluation (CMCE)
Evaluation designed to ensure that qualified minorities and women do not encounter artificial barriers to future advancement into mid-level and senior corporate management
161
Faragher v. City of Boca Raton
Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not
162
International assignee
All-encompassing term used to describe anyone on an international assignment
163
Reasonable accommodation
Modifying job application process, work environment, or circumstances under which job is performed to enable a qualified individual with a disability to be considered for the job and perform its essential functions
164
Employee Polygraph Protection Act
Act that generally prevents employers engaged in or affecting interstate commerce from using lie detector tests either for preemployment screening or during the course of employment, with certain exemptions
165
School-to-work programs
Allow organizations to partner with communities and schools to help develop the skilled workforce they will need for the future
166
Selection
Process of hiring the most suitable candidate for a vacant position
167
Local nationals
Employees working in their own countries; also known as host-country nationals (HCNs
168
Multiple linear regression
Statistical method that can be used to project future demand; several variables are utilized
