employment legislation
Terms
undefined, object
copy deck
- title 7
-
-protected classes
-unlawful employment practices
-created EEOC
exceptions: religious organizations and indian reservations - BFOQ
- bona fide occupational qulifications
- EEOA
-
extended title 7 to inclide all except
rel. org and indian reservations
-made # of employees req. to be subject to 15 - Pregnancy discrimination act
- ammended titl 7 to include
- CRA
-
amended title 7, ADEA and ADA
to includ disparate impact
-sliding scale of damages
-business necessity not defense against intentional discrimination
- - disparate impact
- when seemingly fair employment practice unintentionally discriminates
- AAP
-
affirmative action plan
required if 50+ employee contractor - ADEA
-
age discimination in employment
40+ - rehabilitation act
- expansds oppps for people with physical & mental disabilities
- VEVRA
-
eeo and aap for viet vets
list openings with fed contractors for them first and give priority - ADA
-
americans with disabilities act
based on rehabilitation act
require reasonable accomodations
-facilities accessible
-requirements adjustd to people w disabilities
unless constitute undue hardship - staffing needs assesment steps
-
*KSAs required
*# people needed
*KSA available internally
*when need people
*id gaps
*internal, external or alternate sources
*cost benefit analysis
*develop traingin program, recruiting strategy or contract depending on source - job competencies
- broad factors needed to accomplish goals
- core competencies
- job competencies uniquely valuable to org
- esential job functions
-
competencies
duties
responsibilities - nonessential job functions
- not necessary but included
- job specifications
- KSAs necessary for successful performance of job functions
- delphi technique
- participants never meet but form consensus separately
- nominal group technique
- meeting for best solution
- turnover analysis
- turnover rate=#of terminations/avg # of employees...for period
- trend analyses
- compare change of a single variable over time
- simple linear regression
- relationship between one variable against another and predict one based on the thers
- multiple linear regression
- relatioship b/w several variables
- job bidding
- employees express interest in a position before it is available
-
PEO
professional employer organizations -
outsourced full service HR
leases employees to co. - griggs v duke powr
- discrimination doesn't need to be intentional to exist
- albemarle paper v moody
- test validation must eb in acordance w/ uniform guidelines for selection procedures
- wasington v davis
- tests that have an adverse impact on a proteted classs are lawful if they are valid predictors
- content validity
- if samples significant parts of the job
- construct validity
- whether measures connection b/w candidate charcteristics and performance
- criterion validity
-
trait predicted by a test
-predicitve vaidity
original and later test, evaluated if similar
-concurrent validity
-2 tests at the same time and not later - privacy act
- have right to know what information is collected on them and how used and disemminated
- INA
- imigration law
- IRCA
-
required I-9 for each new hire to make sure aithorzed to work in us
imigration refirm control act - WARN act
-
requires 60 day adance notice for mass layoffs or plant closings
exceptions:
*faltering company
*unforesseable busines circummstances
*natural disaster - expatriates
- employees originating from parent country
- third-country nationals
- employees from any country other than the host country or or home country
- ethnocentric approach to intl employment
- placing expatriates in key management postions at host country
- polycentric approach to intl employment
- placing host country nationals in key management postions at host country and expatriates at executive level at parent co.
- regiocentric approach to intl employment
- like polycentric but managers move across region
- geocentric approach to intl employment
- places the best qualified person rgardless of origin