EXAM 1 REVIEW .docx - a\"jobless world the\"jobless job De-jobbing is a result of needing more flexibility Age Discrimination Act of 1967 Unlawful to

EXAM 1 REVIEW .docx - a"jobless world the"jobless job...

This preview shows page 1 - 3 out of 8 pages.

a "jobless" world, the "jobless" job De-jobbing is a result of needing more flexibility Age Discrimination Act of 1967 Unlawful to discriminate against employees who are 40 y/o. End mandatory retirements Favored statute: jury trials and double damages to those proving willful discrimination. Americans With Disabilities Act Reduce and eliminate discrimination against disabled peoples 50 mil Americans have disabilities ⅔ are unemployed (16-64 y/o), many want and need work ADA doesn’t list specific disabilities Employees should make reasonable accommodations unless it provides a hardship on business ex : blind Harvard Law Student graduate turned down hundreds of time. Being disabled doesn’t qualify someone for the job Reasonable accommodations: minor job redesign, modified schedule, modifying or getting equipment NOT A DISABILITY: drug use (illegal), homosexuality, gambling application forms and the EEO Questions about race, religion, age, sex, or original are not illegal under FEDERAL as long as they do not discriminate but are illegal under most states Best to not put them on app Apps must comply with EEO Bona Fide Occupational Requirement When a protected status (age, race, religion, origin, gender) is actually a requirement Ex: jewish for rabbi, hooters waitstaff is a girl, linebacker physical reqs, retirement age mandatory for pilots Business Necessity Show that the practice is valid (pre-employment test or required HS diploma) Historically difficult to prove Avoiding inconvenience or annoyance doesn’t qualify Civil Rights Act of 1964 Unlawful for an employer to refuse hire employment due to their race, color, religion, sex, or national origin. Also unlawful to segregate/limit employee (depriving them of opportunities) because of race, color, religion, sex, or national origin. Civil Rights Act of 1991 Employees may sue for damage awards Individuals may request a trial by jury if they believe they’ve been discriminated against. Criteria that businesses use to hire MUST be job related Exempts employers with <15 employees from payment of punitive damages unless it’s intentional discrimination
Image of page 1
common interviewing mistakes Snap Judgements (before interview began, from resume and applicants) Negative emphasis: looking for things that are wrong rather than good Not Knowing the Job: interviewers should know more about what the job entails Pressure to hire: undermines interviews usefulness Contrast Error: average candidates following a really poor candidate makes them look better Influence of non-verbal behavior: more eyecontact, smiling, etc is better. Sex and attractiveness. content validity Strongest defense in EEOC Fair sample of the content of the job criterion validity Demonstrating that those who did well on the test have also done well on the job defense of discrimination allegations drug screening in the selection process Drug abuse increases accidents, sick benefits, and money to american businesses (higher compensation claims) Drug testing more common, especially before a formal hiring
Image of page 2
Image of page 3

You've reached the end of your free preview.

Want to read all 8 pages?

  • Fall '14
  • DAVIDRITCHEY
  • Equal Employment Opportunity Commission

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture