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Human Resource Management Exam #1
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Human Resource Management Exam #1
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Human Resource ManagementExam #1
Equal employment opportunity - -- the condition in which all individuals have
an equal chance for employment, regardless of their race, color, religion,
sex, age, disability, or national origin.
- The Civil Rights Act of 1866 - -- granted all persons the same property
rights as white citizens. • The Civil Rights Act of 1871 granted all citizens the
right to sue in federal court if they feel they have been deprived of some civil
right.
- Equal Pay Act (1963) - -• Men and women in an organization doing the
same work must be paid equally. • Equal is defined in terms of skill, effort,
responsibility, and working conditions
- Title VII Civil Rights Act (1964) - -• Prohibits employers from discriminating
based on: ▫ Race ▫ Color ▫ Religion ▫ Sex ▫ National origin • Applies to
organizations that employ 15 or more persons.
- Age Discrimination in Employment Act (ADEA) - -• Prohibits discrimination
against workers who are over the age of 40. • Age discrimination complaints
make up a large percentage of the complaints filed with the Equal
Employment Opportunity Commission (EEOC).
- Vocational Rehabilitation Act (1973) - -Covered organizations must engage
in affirmative action for individuals with disabilities. • Employers are
encouraged to recruit qualified individuals with disabilities and to make
reasonable accommodations to them
- Vietnam Era Veteran's Readjustment Act (1974) - -Requires federal
contractors and subcontractors to take affirmative action toward employing
veterans of the Vietnam War. • It covers veterans who served between
August 5, 1964 and May 7, 1975.
- Pregnancy Discrimination Act (1978) - -Defines discrimination on the basis
of pregnancy, childbirth, or related form of medical condition to be a form of
illegal sex discrimination.
Benefits, including health insurance, should cover pregnancy and related
medical conditions in the same way as other medical conditions.
- Americans with Disabilities Act (ADA) of 1990 - -- Protects individuals with
disabilities from being discriminated against in the workplace. Prohibits
, discrimination based on disability in all employment practices. Employers
must take steps to accommodate individuals covered by the act.
- Civil Rights Act (1991) - -• Adds compensatory and punitive damages in
cases of discrimination under Title VII and the ADA. • The amount of punitive
damages is limited by the act and depends on the size of the organization
charged with discrimination.
- Uniformed Services Employment & Reemployment Rights Act - -Employers
must reemploy workers who left jobs to fulfill military duties for up to five
years. Should be in the job they would have held if they had not left to serve
in the military.
- • Disparate Treatment - -Differing treatment of individuals based on the
individuals' race, color, religion, sex, national origin, age, or disability status
- • Disparate Impact - -A condition in which employment practices are
seemingly neutral yet disproportionately exclude a protected group from
employment opportunities.
- • Sexual Harassment - -refers to unwelcome sexual advances, requests for
sexual favors, and other verbal or physical contact of a sexual nature when:
- • Affirmative Action and Reverse Discrimination - -- Organizations can
prevent sexual harassment by: ▫ Developing a policy that defines and
forbids it ▫ Training employees to recognize and avoid this behavior ▫
Providing a means for employees to complain and be protected.
- Job analysis - -Process of getting detailed information about jobs.
Knowledge is needed for: Staffing Training Performance appraisal Other HR
activities Job.
- • Job Description - -A list of the tasks, duties, and responsibilities (TDRs)
that a particular job entails. TDRs are observable actions
- • Job Specifications: - -A list of the competencies an individual must have
to perform a particular job Competencies are observed only when individuals
are carrying out the TDRs of the job.
- • Incumbents - -People who currently hold that position in the organization
•Provide accurate estimates of time
- • Observers - -Supervisors should review the information provided by
incumbents • Identify importance of job duties
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