APHR FINAL SCRIPT PAPER 2026 VERIFIED
SOLUTIONS FULL CONTENT
◉ Rehabilitation Act of 1973
Answer: Requires affirmative action in the employment of
individuals with disabilities.
Covers government agencies, federal contractors and subcontractors
with contracts greater than $2500 annually
OFCCP enforced
◉ Affirmative Action
Answer: An organization's active effort to find opportunities to hire
or promote people in a particular group
◉ Pregnancy Discrimination Act of 1978
Answer: Treats discrimination based on pregnancy-related
conditions as illegal sex discrimination.
Covers all employees covered by Tittle VII
EEOC enforced
◉ Americans with Disabilities Act of 1990 (ADA)
,Answer: Prohibits discrimination against individuals with
disabilities in all employments practices, such as job application
procedures, hiring, firing, promotions, compensation, and training.
Other employment activities covered by the ADA are employment
advertising, recruitment, tenure, layoff, leave, and fringe benefits
The ADA require that employers take steps to accommodate
individuals covered under the act
Covers employers with more than 15 employees
EEOC
◉ Disability
Answer: The ADA defines disability as a physical or mental
impairment that substantially limits one or more mayor life
activities, a record of having such an impairment,more being
regarded as having such an impairment
◉ Executive Order 11246
Answer: Requires affirmative action in hiring women and minorities
Covers federal contractors and subcontractors with contracts
greater than $10,000
OFCCP
◉ Civil Rights Act of 1991(CRA 1991)
,Answer: Same as Title VII, prohibits discrimination with the addition
of compensatory and punitive damages to employment
discrimination cases
EEOC
◉ Maximum punitive damages allowed under CRA 1991
Answer: 14 to 100 employees-----$50,000
101 to 200 " -----———. $100,000
201 to 500 —. $200,000
More than 500 --------- 300,000
◉ Business' Role in providing for EEO
Answer: Most companies recognize the importance of complying
with anti-discrimination laws. Expert HR professionals can help in
identifying how to comply and take steps to avoid discrimination
and provide reasonable accommodation
◉ Types of discrimination
Answer: Disparate Treatment, Disparate Impact or Adverse Effect
◉ Disparate Treatment
Answer: Treating one group different than other based on race,
color, religion, sex, national origin, age, or disability status
, ◉ Bona Fide Occupational Qualification BFOQ
Answer: A necessary ( not merely preferred) qualification for
performing a job
◉ Disparate Impact or Adverse Effect
Answer: When a policy or procedure has a negative effect on a
protected group. A commonly used test of disparate impact is the
Four-Fifths Rule
◉ Four-fifths Rule
Answer: Rule of thumb that finds evidence of potential
discrimination if an organization's hiring rate ( not numbers of
employees hired) for a minority group is less than four-fifths the
hiring rate for the majority group
1) find the rates : divide #hired by #applicants of each group
2) compare the rates
◉ Difference between Disparate Treatment and Disparate Impact
Answer: The role of the employer's intent.
◉ EEO Policy
Answer: Employers can avoid discrimination and defend against
claims of discrimination by establishing and enforcing an EEO Policy.
SOLUTIONS FULL CONTENT
◉ Rehabilitation Act of 1973
Answer: Requires affirmative action in the employment of
individuals with disabilities.
Covers government agencies, federal contractors and subcontractors
with contracts greater than $2500 annually
OFCCP enforced
◉ Affirmative Action
Answer: An organization's active effort to find opportunities to hire
or promote people in a particular group
◉ Pregnancy Discrimination Act of 1978
Answer: Treats discrimination based on pregnancy-related
conditions as illegal sex discrimination.
Covers all employees covered by Tittle VII
EEOC enforced
◉ Americans with Disabilities Act of 1990 (ADA)
,Answer: Prohibits discrimination against individuals with
disabilities in all employments practices, such as job application
procedures, hiring, firing, promotions, compensation, and training.
Other employment activities covered by the ADA are employment
advertising, recruitment, tenure, layoff, leave, and fringe benefits
The ADA require that employers take steps to accommodate
individuals covered under the act
Covers employers with more than 15 employees
EEOC
◉ Disability
Answer: The ADA defines disability as a physical or mental
impairment that substantially limits one or more mayor life
activities, a record of having such an impairment,more being
regarded as having such an impairment
◉ Executive Order 11246
Answer: Requires affirmative action in hiring women and minorities
Covers federal contractors and subcontractors with contracts
greater than $10,000
OFCCP
◉ Civil Rights Act of 1991(CRA 1991)
,Answer: Same as Title VII, prohibits discrimination with the addition
of compensatory and punitive damages to employment
discrimination cases
EEOC
◉ Maximum punitive damages allowed under CRA 1991
Answer: 14 to 100 employees-----$50,000
101 to 200 " -----———. $100,000
201 to 500 —. $200,000
More than 500 --------- 300,000
◉ Business' Role in providing for EEO
Answer: Most companies recognize the importance of complying
with anti-discrimination laws. Expert HR professionals can help in
identifying how to comply and take steps to avoid discrimination
and provide reasonable accommodation
◉ Types of discrimination
Answer: Disparate Treatment, Disparate Impact or Adverse Effect
◉ Disparate Treatment
Answer: Treating one group different than other based on race,
color, religion, sex, national origin, age, or disability status
, ◉ Bona Fide Occupational Qualification BFOQ
Answer: A necessary ( not merely preferred) qualification for
performing a job
◉ Disparate Impact or Adverse Effect
Answer: When a policy or procedure has a negative effect on a
protected group. A commonly used test of disparate impact is the
Four-Fifths Rule
◉ Four-fifths Rule
Answer: Rule of thumb that finds evidence of potential
discrimination if an organization's hiring rate ( not numbers of
employees hired) for a minority group is less than four-fifths the
hiring rate for the majority group
1) find the rates : divide #hired by #applicants of each group
2) compare the rates
◉ Difference between Disparate Treatment and Disparate Impact
Answer: The role of the employer's intent.
◉ EEO Policy
Answer: Employers can avoid discrimination and defend against
claims of discrimination by establishing and enforcing an EEO Policy.
