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Buss. Environment 19
Business Environment Chapter 19
| Term | Definition |
|---|---|
| Affirmative action | Hiring strategy of taking positive steps to hire and promote people from groups previously discriminated against |
| Age Discrimination in Employment Act (ADEA) | Law protecting workers aged 40 years and older from arbitrary age discrimination in hiring, discharge, pay, promotions, fringe benefits, and other aspects of employment |
| Americans with Disabilities Act (ADA) | Law prohibiting discrimination based on physical or mental disabilities in private places of employment and public accommodation, in addition to requiring transportation and communication systems to facilitate access for the disabled |
| Bona fide occupational qualification (BFOQ) | A qualification that might ordinarily be argued as being a basis for discrimination but for which a company can legitimately argue that it is job-related and necessary |
| Civil Rights Act of 1991 | Law providing increased financial damages and jury trials in cases of intentional discrimination related to sex, color, religion, race, disability, or national origin; shifted burden of proof against intentional discrimination to employer |
| Color bias | Bias against a person based on the lightness, darkness, or other characteristic of their skin color; not synonymous with race, since color bias can occur between people of the same race or ethnicity |
| Comparable worth | A controversial solution to the pay-equity problem for women, in which workers doing different jobs should receive the same pay if those different jobs contribute equally to the firm’s performance |
| Compensatory justice | A rationale for preferential treatment and affirmative action, holding that whenever injustice is done, just compensation or reparation is owed to the injured party or parties |
| Disparate impact | A form of discrimination that may arise even in cases of equal treatment, in which groups may experience unequal consequences due to other factors such as education or even height and weight requirements |
| Disparate treatment | A form of discrimination in which race, color, religion, sex, age, or national origin is used as a basis for treating people differently or unequally |
| Equal Employment Opportunity Commission (EEOC) | The major federal body created to administer and enforce job bias laws |
| Equal Pay Act of 1963 | Law that prohibits sex discrimination in payment of wages to women and men who perform substantially equal work in the same establishment |
| Fetal protection policies | A policy of barring women of childbearing age from working in sites in which they, and their developing fetuses, might be exposed to harmful chemicals or conditions |
| Four-fifths rule | A rule outlined in Supreme Court cases, in which a member of a minority group must have a success rate of less than 80 percent of that of the majority group to prove a certain business practice is discriminatory |
| Hostile work environment | A work environment in which an employee perceives uninvited sexually oriented behaviors, such as sexual teasing or jokes, or materials, such as pictures or cartoons |
| Major life activities | Actions such as speaking and interacting with others, learning, thinking, concentrating, and working; an impairment becomes a disability of it substantially limits one or more of these activities |
| Pregnancy Discrimination Act of 1978 | Law that requires employers to treat pregnancy and pregnancy-related medical conditions the same way as any other medical disability with respect to all terms and conditions of employment |
| Protected groups | People protected from discrimination based on race, color, religion, national origin, sex, age, or disability |
| Quid pro quo | A form of sexual harassment, in which something is given or received for something else |
| Reverse discrimination | Preferential treatment for a minority group; discrimination against the majority or otherwise dominant group |
| Sexual harassment | Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in which submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment or work performance |
| Strict scrutiny | standard of judicial review in affirmative action cases in which th affirmative program or policy 1 must meet compelling government interest 2 must be tailored to meet the program or policy objectives high standards for affirmative action programs to pass |
| Title VII of the Civil Rights Act of 1964 | Portion of the Civil Rights Act that prohibits discrimination in hiring, promotion, discharge, pay, fringe benefits, and other aspects of employment on the basis of race, color, religion, sex, or national origin |
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