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Chapter 3 Human Resource Management

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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 pro... blems 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 [Show More]

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