OBHR Exam Review 2016 - OBHR Exam Review a\"jobless world the\"jobless job The meaning of the term job has blurred assignment might be more accurate today

OBHR Exam Review 2016 - OBHR Exam Review a"jobless world...

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OBHR Exam Reviewa "jobless" world, the "jobless" job:The meaning of the term “job” has blurred, assignmentmight be more accurate todayTwo forces are contributing to this blurringoFlatter organizationManagement layers are disappearingThe remaining supervisors can supervise lessSubordinate jobs get bigger and empoweredoWork teamsMulti-skilled, cross-functional and self directed teams are replacing the traditional pyramid management structureJobs change dailyMain effort is to keep employees from viewing their jobs as a limited and specific set of responsibilitiesAge Discrimination Act of 1967unlawful to discriminate against employees or applicants who are 40 or olderends mandatory retirementsthis is regarded as a favored statute, allows jury trials anddouble damages to those proving willful discriminationAmericans With Disabilities ActAims to reduce or eliminate discrimination against disabled individualsHas been estimated that about 50,000,000 American have some sort of limiting disabilityTwo-thirds of those between 16 and 64 are unemployed, many want or need to workOne of the key testimonials that convinced lawmakers of the need for the ADA concerned a blind Harvard Law School graduate who had been turned down for employment three times each by 600 corporations who were hiring a lawyer
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Act prohibits discrimination against qualified disabled individualsSays employers must make reasonable accommodations unless doing so poses an unreasonable hardship on a businessapplication forms and the EEOEmployers should regularly review all application materials to make sure they comply with all EEO regulationsQuestions about race, religion, age, sex, or national originare generally not illegal under federal law (as long as the answers are not used to discriminate) but they are illegal under most state lawIs best to avoid those questions regardless, since including them in the application process places the burden of proof on the employer in an EEO actionIt is hard to prove that such a question is a business necessityBona Fide Occupational RequirementoThis is applied when a protected status (such as age, sex, religion, national origin,…) is actually a bona fide requirement of the joboExample- mandatory retirement ages for pilotsoRabbioLinebackeroHooters girlsBusiness NecessityoAn attempt to show that the practice is actually valid, such as a pre-employment test or a required high school diplomaoThis one has been historically difficult to proveoAvoiding inconvenience or annoyance does not qualifyCivil Rights Act of 1964It shall be unlawful employment practice for an employer;To fail or refuse to hire or to discharge an individual or otherwise to discriminate against and individual with respect to his or her compensation, terms, conditions, or
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privileges of employment, because of such individual’s race, color, religion, sex, or national origin.
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