114. A fully
functioning and competent Human Resource Department can replace the need for
any legal advice on any HR-related issuesemployment, discrimination, etc.

115. One significant
value that an effective HR department offers to companies is the departments
ability to undo the damage done by managers making poor or illegal decisions.

116. Awards for
age, sex, or disability discrimination range from $50,000 to $300,000 depending
on the size of the employer.

117. The landmark
civil rights case that placed the burden of proof on employers in employment
discrimination cases was Griggs vs. Duke Power.

118. There are
few, if any, conflicts between the various strategies legislated to provide
fair employment opportunity.

119. Ideal
behavior strategy is based on the principle that fair employment can be
achieved by making employment decisions without regard to race, sex, religion,
color, etc.

120. It is
permissible to make employment decisions entirely on the basis of race, age,
sex, etc., if it rectifies past inequities.

121. When it
comes to Human Resource issues, it is common for legislation or company policy
to have unintended negative consequences.

122. Since the
passage of the Equal Pay Act of 1963, the earnings differential between females
and males has actually increased, contrary to the intent of the law.

123. Employment
discrimination is prohibited under Title VII of the Civil Rights Act of 1964.

124. Under Title
VII of the Civil Rights Act of 1964, it is now illegal to refuse to hire, fire,
or treat anyone differently in terms of employment.

125. Even the most
progressive and EEO-conscientious companies are constantly
practicing discrimination.

126. Adverse
impact (or disparate impact) occurs when an employer treats an employee
differentlybecause of his or her protected-class status.

127. The Griggs
vs. Duke Power case was very important because it set a legal precedent for
responding to disparate treatment in the workplace.

128. Policies that have an
adverse effect on protected persons may be defended if it is proven that the
policy mandates a regulation that is essential for good job performance.

129. An important tool for proving a prima facie case of adverse impact
is the four-fifths rule.

130. The four-fifths rule claims that a
practice has an adverse impact if the hiring rate of a protected class is
greater than four-fifths that of a majority group.

131. Bona fide
occupational qualification is a basic defense that an employer can use in a
discrimination case.

132. Sexual
harassment only exists in cases of quid pro quo, the demand for sexual
activity in order to receive a job-related benefit.

133. Wards Cove
Packing vs. Antonio placed the burden of proof of discrimination on the
plaintiff, but the Civil Rights Act of 1991 returned the burden of proof to the
employer.

134. The federal
law or act that permits plaintiffs to collect punitive. as well as
compensatory, damages is the Civil Rights Act of 1991.

135. The
Americans with Disabilities Act (ADA) only protects those individuals who can
prove they have a disability that limits one or more of their life functions.

136. A disabled
individual is one who has physical or mental impairment that limits one or more
major life activities, or who experiences environmental disadvantages.

137. The Supreme
Court has ruled that an employer must accommodate a disabled job applicant or
employee for both essential and marginal job functions.

138. Reasonable
accommodations provided for disabled employees may include modifying work
schedules or reassigning job duties.

139. The EEOC may investigate complaints, resolve
complaints through conciliation, force employers to pay compensation, and issue
regulations and guidelines.

140. The first
step in affirmative action planning is conducting a utilization analysis.

141. An important
strategy for eliminating or minimizing EEO complaints and suits is to simply be
honest in employment, i.e., giving feedback about poor job performance, rather
than giving good reviews and then firing someone.

142. An employer may ask, Does your religion keep you from working on
weekends? if weekend shift work is a normal part of the job.

114. A fully
functioning and competent Human Resource Department can replace the need for
any legal advice on any HR-related issuesemployment, discrimination, etc. 115. One significant
value that an effective HR department offers to companies is the departments
ability to undo the damage done by managers making poor or illegal decisions. 116. Awards for
age, sex, or disability discrimination range from $50,000 to $300,000 depending
on the size of the employer. 117. The landmark
civil rights case that placed the burden of proof on employers in employment
discrimination cases was Griggs vs. Duke Power. 118. There are
few, if any, conflicts between the various strategies legislated to provide
fair employment opportunity. 119. Ideal
behavior strategy is based on the principle that fair employment can be
achieved by making employment decisions without regard to race, sex, religion,
color, etc. 120. It is
permissible to make employment decisions entirely on the basis of race, age,
sex, etc., if it rectifies past inequities. 121. When it
comes to Human Resource issues, it is common for legislation or company policy
to have unintended negative consequences. 122. Since the
passage of the Equal Pay Act of 1963, the earnings differential between females
and males has actually increased, contrary to the intent of the law. 123. Employment
discrimination is prohibited under Title VII of the Civil Rights Act of 1964. 124. Under Title
VII of the Civil Rights Act of 1964, it is now illegal to refuse to hire, fire,
or treat anyone differently in terms of employment. 125. Even the most
progressive and EEO-conscientious companies are constantly practicing discrimination. 126. Adverse
impact (or disparate impact) occurs when an employer treats an employee
differentlybecause of his or her protected-class status. 127. The Griggs
vs. Duke Power case was very important because it set a legal precedent for
responding to disparate treatment in the workplace. 128. Policies that have an
adverse effect on protected persons may be defended if it is proven that the
policy mandates a regulation that is essential for good job performance. 129. An important tool for proving a prima facie case of adverse impact
is the four-fifths rule. 130. The four-fifths rule claims that a
practice has an adverse impact if the hiring rate of a protected class is
greater than four-fifths that of a majority group. 131. Bona fide
occupational qualification is a basic defense that an employer can use in a
discrimination case. 132. Sexual
harassment only exists in cases of quid pro quo, the demand for sexual
activity in order to receive a job-related benefit. 133. Wards Cove
Packing vs. Antonio placed the burden of proof of discrimination on the
plaintiff, but the Civil Rights Act of 1991 returned the burden of proof to the
employer. 134. The federal
law or act that permits plaintiffs to collect punitive. as well as
compensatory, damages is the Civil Rights Act of 1991. 135. The
Americans with Disabilities Act (ADA) only protects those individuals who can
prove they have a disability that limits one or more of their life functions. 136. A disabled
individual is one who has physical or mental impairment that limits one or more
major life activities, or who experiences environmental disadvantages. 137. The Supreme
Court has ruled that an employer must accommodate a disabled job applicant or
employee for both essential and marginal job functions. 138. Reasonable
accommodations provided for disabled employees may include modifying work
schedules or reassigning job duties. 139. The EEOC may investigate complaints, resolve
complaints through conciliation, force employers to pay compensation, and issue
regulations and guidelines. 140. The first
step in affirmative action planning is conducting a utilization analysis. 141. An important
strategy for eliminating or minimizing EEO complaints and suits is to simply be
honest in employment, i.e., giving feedback about poor job performance, rather
than giving good reviews and then firing someone. 142. An employer may ask, Does your religion keep you from working on
weekends? if weekend shift work is a normal part of the job.