3630634
Beschreibung
Karteikarten von Cari Hawthorne, aktualisiert more than 1 year ago
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Erstellt von Cari Hawthorne
vor etwa 9 Jahre
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| Frage | Antworten |
| This act introduced concepts of protected classes and unlawful employment practices | TITLE 7 OF THE CIVIL RIGHTS ACT OF 1964 |
| The McDonnell Douglas vs. Green case set the precedence for what? | DISPARATE TREATMENT |
| The Griggs vs. Duke Power case set the precedence for what? | DISPARATE IMPACT |
| This occurs when employers treat some candidates or employees differently | DISPARATE TREATMENT |
| This occurs when the practices appear to be fair but result in adverse impact on members of protected classes | DISPARATE IMPACT |
| This occurs when religion, sex or national origin is necessary to businesses | BFOQ |
| This was created by the Civil Rights Act of 1964. It enforces Title 7, section 201 of the rehab act, age discrimination, equal pay and ADA | EEOC Equal Employment Opportunity Commission |
| This act prohibits discrimination for pregnancy and requires that pregnancy should be treated the same as any other short term disability. | PDA Pregnancy Discrimination Act 1978 |
| Prohibits discrimination against persons 40 years of age and older. Applies to employers with at least 20 employees. | ADEA Age Discrimination in Employment Act |
| How many days does an employee covered by ADEA have to consider a waiver if a RIF is not on the table? | 21 DAYS |
| How many days does an employee covered by ADEA have to REVOKE a waiver if a RIF is not on the table? | 7 DAYS |
| How many days does an employee covered by ADEA have to consider a waiver in situations like a RIF or Terminations? | 45DAYS |
| How many days does an employee covered by ADEA have to report an incident of discrimination? | 180 DAYS |
| How many employees must an employer have to comply with rules of Americans with Disabilities Act? | 15 |
| What does the ADA of 1990 prohibit? | Discrimination for disable in -job applications, advancement, compensation, job training, hiring and discharge. |
| This act prohibits employers from discriminating against employees and their family members. | GINA Genetic Information Discrimination Act |
| This act expands employment opportunities for persons with physical or mental disabilities. | REHABILITATION ACT OF 1973 |
| Who has regulation control of the Rehabilitation Act? | EEOC |
| This is an annual statistical report that is due each year. | Annual EEO Survey or EEO-1 |
| This executive order regulates affirmative action plans and prohibits discrimination based on race, creed, color, or national origin. | 11246 |
| This defines the good faith measure an employer is expected to make to hire and promote women, minorities, veterans and disabled people. | AFFRIRMATIVE ACTION PLANS |
| This focuses on what the job holder does and the knowledge, skills and abilities needed to do their job. | JOB ANALYSIS |
| Job Title, Job Location, Job Summary are all components of what? | JOB DESCRIPTIONS |
| Qualifications, Experience, Training and skills are all components of what? | JOB SPECIFICATIONS |
| What are the limits for total punitive and compensatory damages for Civil Rights Act of 1991 | 15-100(50,000) 101-200(100,000) 201-500(200,000) 501+ 300,000 |
| Under section 503 of the rehabilitation act, if persons with disabilities believe they have been discriminated against, who can they file a complaint with? | OFCCP Office of Federal Contract Compliance Program |
| This act provides EEO or affirmative action protection for veterans who served during the Vietnam War | VEVRAA Vietnam Era Veterans Readjustment Assistance Act 1974 |
| When do executive orders become law? | After they are published in the federal register and 30 days. |
| Who must submit an EE0-1 report annually? | PRIVATE EMPLOYERS WITH 100 OR MORE EMPLOYEES |
| List the race and ethnicity categories | Hispanic or Latino White (not Hispanic or Latino) Black or African-American Native Hawaiian or Other Pacific Islander (not Hispanic or Latino) Asian (not Hispanic or Latino) American Indian or Alaska Native Two or More Races |
| List the job categories | Executive/Senior Level Officials and Managers First/Mid-Level Officials and Managers Professionals, Technicians, Sales Workers Administrative Support Workers Craft Workers, Operatives Laborers and Helpers Service Workers |
| Who determines the components of an Affirmative Action Plan? | OFFCP Office of Federal Contracts and Compliance Programs |
| How many components of an Affirmative Action Plan are there? | 10 |
| Employers choose the format that works best: organizational display (traditional organization chart) or workforce analysis (listing of job titles from lowest to highest paid) WHAT COMPONENT IS THIS? | ORGANIZATIONAL PROFILE |
| Places job titles with similar duties and responsibilities into groups for analysis WHAT COMPONENT IS THIS? | JOB GROUP ANALYSIS |
| Lists percentages of minorities and women in each job group WHAT COMPONENT IS THIS? | PLACEMENT OF INCUMBENTS IN JOB GROUPS |
| Reports demographic data on the labor pool for each job group WHAT COMPONENT IS THIS? | DETERMINATION OF AVAILABILITY |
| The purpose of this goal is to realign operations in a way that adds value to customers. This may mean eliminating jobs in some areas and adding jobs in another. | REENGINEERING (THINK ABOUT THE TIME WHEN ALL OFFICE ASSISTANTS WERE LAID OFF) |
| The purpose of this goal is to look at individual units in the organization to ensure there is no redundancy. This may mean reducing the workforce or reassigning employees | CORPORATE RESTRUCTURING (THINK ABOUT THE COMPANY YOU WORK FOR NOW) |
| TRADITIONAL STAFFING OR ONE DAY ASSIGNMENTS ON CALL WORKERS SEASONAL WORKERS WHAT ARE THESE CALLED? | TEMPORARY WORKERS |
| THIS PROCESS PROVIDES NAMES AND CONTACT INFORMATION FOR POTENTIAL CANDIDATES IN THE ACTIVE AND PASSIVE MARKETS | SOURCING |
| THIS PROCESS CREATES INTEREST ABOUT OPEN POSITIONS IN AN ORGANIZATION AND SEEK CANDIDATES TO FILL THEM | RECRUITING |
| THIS PROCESS ALLOWS EMPLOYEES TO EXPRESSING INTREST IN A POSITION BEFORE THE POSITION IS AVAILIABLE | JOB BIDDING |
| THIS LAW STATES THAT ANY SELECTION TOOL THAT CAUSES ADVERSE IMPACT AGAINST A PROTECTED CLASS IS DISCRIMINATORY UNLESS THE EMPLOYER CAN PROVE THAT THE TOOL IS A VALID PREDICTOR OF SUCCESS | UGESP UNIFORM GUIDELINES ON EMPLOYEE SELECTION PROCEDURES |
| WHEN DOES ADVERSE IMPACT OCCUR? | When the selection rate for a protected class is less than 4/5th or 80 percent |
| This type of application is useful when employees are transferring or prescreening candidates for low skilled positions. | SHORT FORM APP |
| This type of application is useful when additional information need to be added such as a more extensive employment history or advanced degrees. | LONG FORM APPS |
| This type of app is used to identify aspects of a job that are more important for success and also gives higher weight than others. | WEIGHTED APP |
| This type of test measures an individuals ability to apply skills in various areas | APTITUDE TESTS |
| This type of test measures and individuals ability to analyze and solve problems | COGNITIVE TESTS |
| This type of validity refers to whether a test measures what it should be measuring. For example, if the PHR exam is designed to measure you knowledge of HR concepts, and it does that, you can assume that this validity is high. | CONTENT Is the content valid to what should be tested. We shouldn't see a question on the PHR about what medicine to prescribe someone sick with the flu. That question WOULD NOT measure of knowledge of HR concepts. |
| This act requires employers to take certain actions prior to the use of consumer reports obtained through a consumer reporting agency. | FCRA Fair Credit Reporting Act |
| What 3 steps must an employer take prior to obtaining information about an applicant through a consumer report? | - notice that the report will be obtained for employment purposes before the report is - must provide written authorization - Before taking any adverse action, the candidate should be provided with the report the employer used and a right instructions to dispute |
| Are criminal checks regulated by any agency? | YES, criminal record checks are considered consumer investigations and must comply with FCRA requirements. |
| This occurs when an employer knew or should have known about an applicants prior history that endangers customers, employees or vendors | NEGLIGENT HIRING |
| This act prohibits private employers from using polygraph tests in making employment decisions except under very limited conditions | EPPA EMPLOYEE POLYGRAPH PROTECTION ACT |
| How many employees must an employer have before they must comply with the Immigration Reform and Control Act (IRCA) | This law applies to employers with 4 or more employees |
| What was the purpose of the Immigration Reform and Control Act? | It made it illegal for employers to knowingly hire people who were not authorized to work in the United States |
| When are employers required to complete the Form I-9 and review documents from new hires? | Within the first 3 days of employment |
| How long must employer maintain I-9 files? | 3 years from the date of hire OR 1 year after termination. |
| Who is responsible for enforcing the Immigration and Nationality Act and the Immigration Reform and Control Act? | USCIS U .S. Citizenship and Immigration Services |
| What types of employment visa's do DOD workers and fashion models need? | H-1B |
| This act requires employers to notify employees or union reps 60 days in advance of mass layoffs or plant closings | WARN Worker Readjustment and Retraining Notification |
| If an employer only has full time employees, once they reach WHAT number of employee layoffs are they required to notify the WARN? | 100 employees |
| If an employer has full time and part time employees, once they reach WHAT number of employee layoffs are they required to notify the WARN? | 100 or more full time AND part time employees who work a total of 4000 hours or more each week. |
| How many employees must be laid off before the WARN considers it a mass layoff? | 500 employees or 33 percent of the workforce and at least 50 employees |
| How many employees must be laid off before the WARN considers it a plant closing? | when 50 or more full time employees lose their jobs because a single facility shuts down permanently or temporarily. |
| How many employees must a company have before they are required to retain their applications and other personnel records related to hiring. | 15 employees |
| How long must an employer maintain personnel actions/records? | 1 year |
| When a reduction in force occurs, the ADEA allows that protected employees may waive their rights under some circumstances. For the waiver to be valid, the protected employee must be allowed how long to review and consider the agreement? | 45 days |
| Which of the following is the correct definition of “a major life activity” under the Americans with Disabilities Act? | General activities and major bodily functions |
| Professionals, craft workers, and laborers/helpers have what in common? | They are all job categories on the EEO-1 report. |
| Which of the following interview questions is unlawful? | Are you a U.S. citizen? |
| Which act requires federal contractors or subcontractors with contracts of $25,000 or more to list all non-senior management job openings with state employment agencies? | The Vietnam Era Veterans' Readjustment Assistance Act of 1974 |
| An Affirmative Action Plan must be completed by employers that meet which criteria? | Government contractors with 50 or more employees and contracts of $50,000 or more each year |
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