Chapter 3 Human Resource Management
discriminatory situations - ✔✔-A primary responsibility of an HR manager is to assist in avoiding any
_____ _____ that can create legal, ethical or social problems with employees, fo
...
Chapter 3 Human Resource Management
discriminatory situations - ✔✔-A primary responsibility of an HR manager is to assist in avoiding any
_____ _____ that can create legal, ethical or social problems with employees, former employees, the
community or other stakeholders.
Discrimination - ✔✔-making distinctions, or choosing one thing over another; in HR, it is making
distinctions among people.
illegal discrimination - ✔✔-making distinctions that harm; using a person's membership in "protected
class" as basis for employment decision.
objective, uniform, consistent effect, has job relatedness - ✔✔-what does OUCH stand for?
objective - ✔✔-fact based and quantifiable
uniform - ✔✔-apply same "tests" in same ways.
consistent effect - ✔✔-ensure result not significantly different for different groups.
has job relatedness - ✔✔-action must relate to essential job functions.
the 4/5 rule - ✔✔-Used by Federal courts, Department of Labor and EEOC to determine whether
disparate impact exists in an employment "test".
the 4/5 rule - ✔✔-If test results disproportionately rule out a protected group, then not consistent in
effect.
the 6/5 rule - ✔✔-can be used to determine the possibility of reverse discrimination.
OUCH test - ✔✔-a thumb rule used whenever you are contemplating any employment action, to
maintain fairness and equity for all of your employees or applicants; use this when you are
contemplating any action that involves your employees.
disparate treatment - ✔✔-exists when individuals in similar situations are intentionally treat differently
and the different treatment is based on an individual's membership in a protected class.
disparate impact - ✔✔-occurs when an officially neutral employment practice disproportionately
excludes the me
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