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| Equal employment opportunity | The treatment of individuals in all aspects of employment-hiring, promotion, training, in a fair and nonbiased manner. |
| Protected classes | Individuals of a minority race, women, older people, and those with disabilities who are covered by federal laws on equal employment opportunity, |
| Bona fide occupational qualification | Suitable defense against a discrimination charge only when age, regilion, sex, or national origin is an actual qualification for performance of the job. |
| Business necessity | A work related practice that is necessay to the safe and efficient operation of an organization. |
| Reasonable accomodation | An attempt by employers to ajust, without undue hardship, the working condition or schedules of employees with disabilities or religous preferences. |
| Disabiled individual | Any person who has a physical or mental imairment that substantially limits one or more of the person's major life activities. |
| Fair emloyment practices | State and local laws governing equal employement opportunity that are often more comprehensive than federal laws. |
| Sexual harassment | Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working enviroment. |
| Uniform guidlines on employee selection procedures | A procedural document published in the federal register to help employers comply with federal regulations against discrimination actions. |
| Adverse impact | A concept that refers to the rejection of a significantly higher percentage of a protected class for employment, placement, or promotion when compared with the sucessful, nonprotected class. |
| Four-fifths rule | A rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings. |
| Disparate treatment | A sistuation in which protected-class members recieve unequal treatment or are evaluated by different standards. |
| Workforce utilization analysis | A process of classifying protected-class members by number and by the type of job they hold within the organization. |
| EEO-1 report | An employer information report that must be filed annually by employers of 100 or more employees to determine an employer's workforce composition. |
| Charge form | A discrimination complaint filled with the EEOC by employees or job applicants. |
| Affirmative action | A policy that goes beyond equal employment opportunity by requiring organizations to compy with the law and correct past discriminatory practices. |
| Reverse discrimination | The act of giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering discrimination. |
