aPHR Certification: Recruitment and
Selection Exam-Graded A
Equal Employment Opportunity (EEO) - ANSWER-legislation and policies that require
all employees to be treated equally regardless of race, national origin, age, religion, or
sex.
main components of the legislature:
- equal pay act 1963
- civil rights act 1964
- age discrimination in employment act 1967
- pregnancy discrimination act 1978
- americans with disabilities act 1990
- family and medical leave act 1993
Equal Employment Opportunity Commission (EEOC) - ANSWER-established by Title
VII of the Civil Rights Act of 1964 and is responsible for administering equal
employment opportunity legislation
Uniform Guidelines on Employee Selection Procedures Act - ANSWER-established in
1978 by the EEOC, a set of rules that state that all procedures used for staffing
decisions must be valid and relevant to job performance.
Illegal Discrimination - ANSWER-results from behaviors or actions by an organization or
managers within an organization that cause members of a protected class to be unfairly
differentiated from others
protected classes - ANSWER-Individuals of a minority race, women, older people, and
those with disabilities who are covered by federal laws on equal employment
opportunity
Disperate Treatment Discrimination - ANSWER-intentional discrimination that occurs
when people are purposely not given the same hiring, promotion, or membership
opportunities because of their race, color, sex, ethnic group, national origin, or religious
beliefs
Disperate Impact Discrimination - ANSWER-a condition in which employment practices
are seemingly neutral yet disproportionately exclude a protected group from
employment opportunities
, Bona Fide Occupational Qualification (BFOQ) - ANSWER-an exception in employment
law that permits sex, age, religion, and the like to be used when making employment
decisions, but only if they are "reasonably necessary to the normal operation of that
particular business." BFOQs are strictly monitored by the Equal Employment
Opportunity Commission
Four-fiths rule - ANSWER-states that if the selection rate for a certain group is less than
80 percent of that of the group with the highest selection rate, there is adverse impact
on that group. ... In this situation the selection rate for men is 2%, while the selection
rate for women is 1.5%.
McDonald-Douglas Test - ANSWER-used as the basis for establishing a prima facie
case of disparate impact discrimination
asking:
1.The plaintiff (employee) must establish a prima facie case of discrimination;
2.The defendant (employer) must produce evidence of a legitimate non-discriminatory
reason for its actions. If this occurs, then the presumption of discrimination becomes
invalid;
3.The plaintiff (employee) must present facts to show an inference of discrimination.
a few ways that organizations can examine their workforces to check for instances of
unintended discrimination: - ANSWER-cohort analysis- It evaluates whether a person or
group has been treated similarly or differently than other people or groups in a similar
situation.
availability analysis- looks at the number of individuals who are members of protected
classes — minorities, women, and people with disabilities — who are qualified for
employment (Availability analyses are required by the Office of Federal Contract
Compliance Programs (OFCCP), an agency of the U.S. Department of Labor, for
employees who are federal contractors or subcontractors.)
impact ratio analysis- determines whether an organization's employment of individuals
who are members of protected classes (minorities, women, and people with disabilities)
is reflective of how represented those individuals are in the larger labor force. (Impact
ratio analyses are required by the Office of Federal Contract Compliance Programs
(OFCCP), an agency of the U.S. Department of Labor, for employees who are federal
contractors or subcontractors.)
- an employer must determine whether the percentage falls within the job area
acceptance range (JAAR)
- expects federal contractors and subcontractors to be within plus or minus 20 percent
of the percentage of employees available in the workforce.
the original 4 were race, religion, sex, and national origin - ANSWER-protected classes
Selection Exam-Graded A
Equal Employment Opportunity (EEO) - ANSWER-legislation and policies that require
all employees to be treated equally regardless of race, national origin, age, religion, or
sex.
main components of the legislature:
- equal pay act 1963
- civil rights act 1964
- age discrimination in employment act 1967
- pregnancy discrimination act 1978
- americans with disabilities act 1990
- family and medical leave act 1993
Equal Employment Opportunity Commission (EEOC) - ANSWER-established by Title
VII of the Civil Rights Act of 1964 and is responsible for administering equal
employment opportunity legislation
Uniform Guidelines on Employee Selection Procedures Act - ANSWER-established in
1978 by the EEOC, a set of rules that state that all procedures used for staffing
decisions must be valid and relevant to job performance.
Illegal Discrimination - ANSWER-results from behaviors or actions by an organization or
managers within an organization that cause members of a protected class to be unfairly
differentiated from others
protected classes - ANSWER-Individuals of a minority race, women, older people, and
those with disabilities who are covered by federal laws on equal employment
opportunity
Disperate Treatment Discrimination - ANSWER-intentional discrimination that occurs
when people are purposely not given the same hiring, promotion, or membership
opportunities because of their race, color, sex, ethnic group, national origin, or religious
beliefs
Disperate Impact Discrimination - ANSWER-a condition in which employment practices
are seemingly neutral yet disproportionately exclude a protected group from
employment opportunities
, Bona Fide Occupational Qualification (BFOQ) - ANSWER-an exception in employment
law that permits sex, age, religion, and the like to be used when making employment
decisions, but only if they are "reasonably necessary to the normal operation of that
particular business." BFOQs are strictly monitored by the Equal Employment
Opportunity Commission
Four-fiths rule - ANSWER-states that if the selection rate for a certain group is less than
80 percent of that of the group with the highest selection rate, there is adverse impact
on that group. ... In this situation the selection rate for men is 2%, while the selection
rate for women is 1.5%.
McDonald-Douglas Test - ANSWER-used as the basis for establishing a prima facie
case of disparate impact discrimination
asking:
1.The plaintiff (employee) must establish a prima facie case of discrimination;
2.The defendant (employer) must produce evidence of a legitimate non-discriminatory
reason for its actions. If this occurs, then the presumption of discrimination becomes
invalid;
3.The plaintiff (employee) must present facts to show an inference of discrimination.
a few ways that organizations can examine their workforces to check for instances of
unintended discrimination: - ANSWER-cohort analysis- It evaluates whether a person or
group has been treated similarly or differently than other people or groups in a similar
situation.
availability analysis- looks at the number of individuals who are members of protected
classes — minorities, women, and people with disabilities — who are qualified for
employment (Availability analyses are required by the Office of Federal Contract
Compliance Programs (OFCCP), an agency of the U.S. Department of Labor, for
employees who are federal contractors or subcontractors.)
impact ratio analysis- determines whether an organization's employment of individuals
who are members of protected classes (minorities, women, and people with disabilities)
is reflective of how represented those individuals are in the larger labor force. (Impact
ratio analyses are required by the Office of Federal Contract Compliance Programs
(OFCCP), an agency of the U.S. Department of Labor, for employees who are federal
contractors or subcontractors.)
- an employer must determine whether the percentage falls within the job area
acceptance range (JAAR)
- expects federal contractors and subcontractors to be within plus or minus 20 percent
of the percentage of employees available in the workforce.
the original 4 were race, religion, sex, and national origin - ANSWER-protected classes
