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Learning OutcomesPrepare an outline describing the major
equal employment opportunity (EEO) laws related to issues such as age, gender, religion, weight, and sexual orientation. Determine the employment practices they prohibit and the reason behind passage of EEO legislation. Describe what a bona fide occupational qualification is
Explain how the Uniform Guidelines on Employee Selection Procedures were developed and how firms use them to ensure they are abiding by the law. Understand adverse impact and disparate treatment
Fair Employment Practices (FEPs)State and local laws governing equal
employment opportunity that are more comprehensive than federal laws and apply to small employers
Prohibits discrimination based on a person’s sexual orientation, physical appearance, marital status, arrest records, color blindness, or political affiliation
Fair Employment Practice Agencies (FEPAs) - State and local agencies that enforce antidiscrimination laws
Uniform Guidelines on Employee Selection ProceduresAdverse impact
Rejection of a significantly higher percentage of a protected class for employment, placement, or promotion when compared with the successful, nonprotected class
Ways to show existence of adverse impactAdverse rejection rate or Four-fifths ruleConduct standard deviation analysis of firm’s
Restricted Policy, Disparate Treatment, and Workforce Utilization Analysis
• Evidence that an employer has a selection procedure that excludes members of a protected class, whether intentional or not, constitutes adverse impact
Restricted policy
• Situation in which protected class members receive unequal treatment or are evaluated by different standards
• Involves instances of purposeful discrimination
Disparate treatment
• Process of classifying protected-class members by number and by the type of job they hold within the organization
Processing Discrimination Charges - RetaliationManagers cannot retaliate against individuals
who invoke their legal rights to file charges or to support other employees during EEOC proceedings
Title VII states that an employer may not discriminate against his employees because employee has:Opposed any unlawful employment practiceMade a charge, testified, assisted or
participated in an investigation, proceedings, or hearings under this Act
Includes punitive action taken against employees who elect to exercise their legal rights before any EEO agency