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HRM Chapter 3
Vocabulary
| Term | Definition |
|---|---|
| Adverse impact | Discrimination that results from employer practices that are not discriminatory on their face but have a discriminatory effect. |
| Affirmative action plan | A plan aimed at increasing representation of employees from protected classes who have historically been victims of discrimination. |
| Bona fide occupational qualification (BFOQ) | Characteristic of members of a specific group that is necessary to perform a certain job. |
| Comparable worth | A measure that assumes that each job has an inherent value to the organization and that dissimilar jobs can be compared to determine whether the pay for these jobs reflects this value. |
| Discrimination | In the context of employment, unfair treatment that occurs when people from particular groups are not given the same employment opportunities as people in other groups. |
| Disparate treatment | The practice of treating job applicants and employees differently based on race, gender, or some other group characteristic. |
| Emergency action plan standard | The OSHA requirement that organizations develop a plan for dealing with emergencies such as fires or natural disasters. |
| Equal employment opportunity | Absence of discrimination in the workplace; the condition in which people have an equal chance for desirable employment regardless of belonging to a certain race, gender, or other group. |
| Equal Employment Opportunity Commission | A federal agency with responsibility to oversee, investigate, and litigate claims of employment discrimination. |
| Four-fifths rule | Evidence of adverse impact that occurs when the hiring rate of one group is less than 80 percent of the hiring rate of another group. |
| Harassment | In the workplace, improper actions or words of coworkers that cause an employee to feel persistently annoyed or alarmed. |
| Hazard communication standard | The OSHA requirement that organizations identify and label chemicals that might harm workers. |
| Hostile environment | In the context of sexual harassment, a form of harassment that occurs when employees create an offensive environment in the workplace that interferes with an individual's ability to perform work duties. |
| Immutable characteristics | Personal characteristics that cannot reasonably be changed, such as race and sex. |
| Material safety data sheet (MSDS) | An OSHA-required document that describes the nature of a hazardous chemical and methods of preventing and treating injuries related to the chemical. |
| Medical and first aid standard | The OSHA requirement that an organization make medical and first aid resources available to workers who may become injured. |
| Mental disabilities | Impairments of the mind that substantially limit an individual's ability to engage in normal life activities. |
| Physical disabilities | Body impairments that substantially limit an individual's ability to engage in normal life activities. |
| Protected classes | Groups of people, such as racial minorities and women, who are protected against discrimination by law. |
| Punitive damages | Payments ordered by courts that exceed actual damages and are designed to punish a defendant—for example, to punish a company for discrimination. |
| Quid pro quo | In the context of sexual harassment, a form of harassment that makes continued employment and advancement contingent upon sexual favors. |
| Race-norming | The practice of evaluating an applicant's score by comparing the score only with scores achieved by people of the same race. |
| Reasonable accommodation | Under the ADA, an alteration of the work environment that enables a qualified individual with a disability to perform essential tasks. |
| Sexual harassment | In the workplace, improper words or actions that are sexual in nature or that are directed toward workers of a specific sex or sexual orientation. |
| Title VII | The portion of the Civil Rights Act of 1964 that focuses specifically on employment discrimination. |
| Undue hardship | Under the ADA, a severe economic or other hardship placed on an employer by the requirement to make accommodations for workers with disabilities; an employer is not required to make accommodations that impose undue hardship. |
| Utilization study | An assessment to determine how closely an organization's pool of employees reflects the racial and gender profile of the surrounding community. |
| Validity | The quality of being justifiable. To be valid, a method of selecting employees must accurately predict who will perform the job well. |
| Walking/working surfaces standard | The OSHA requirement that an organization maintain a clean and orderly work environment. |
| Workers' compensation | State programs that provide workers and families with compensation for work-related accidents and injuries. |
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