Sexual harassment occurs when an unwanted pattern of conduct related to gender unreasonably interferes with an individual's wor

• A 1974 federal law that mandates that federal government contractors and subcontractors take affirmative action to employ and promote Vietnam-era veterans

When the selection ratio for one group (e.g., women) is less than 80% (four fifths) of the selection ratio for another group (e.g., men), adverse impact is said to exist

Reporting an employer's illegal practices to government agencies

Employees take their complaints to an internal committee that makes a decision regarding the complaints

Less workforce diversity; means that a particular employment decision results in negative consequences more often for members of one race, sex, or national origin than for members of another race, sex, or national origin; done unconsciously

Compared to adverse impact, it is done voluntarily • Protected class members receive unequal treatment or evaluated by different standards

• Are based on a job analysis • Have concrete, relevant standards that have been communicated to employees • Involve multiple behavioral measures of performance • Include several raters, each of whom has received training • Are standardized and formal • Provide the opportunity for an employee to appeal

• Initiated before disciplinary action is done • Interview concentrates on how the offense violated performance standards • Employee is given full chance to explain his or her side • Employee should be reminded of the organization's rules and should be aware that he or she has not followed them

WARN

Requires a cooperative environment between employee and supervisor

Any group of people for whom protective legislation has been passed

In many jobs, employees are given a probationary period in which to prove that they can perform well

A 1978 federal law protecting the rights of pregnant women

A branch of the Department of Labor charged with investigating and prosecuting complaints of employment discrimination

A judicial interpretation of a law and is important because it establishes a precedent for future cases

A person who investigates employees' complaints and solves problems

- Applying corrective measures by increasing degree - The longer an employee has been with an organization, the greater the number of steps that must be taken to correct her behavior

• Federal act passed in 1973 that prohibits federal government contractors or subcontractors from discriminating against the physically or mentally handicapped

A system for reviewing employee complaints that utilizes a group composed of equal numbers of employees and management appointees

Method which allows for setting grievances and one that identifies various levels of management above the immediate supervisor for employee contact

protects against unreasonable search or seizure; the amendment has been ruled to cover such privacy issues (Ex: drug testing, locker and office searches, psychological testing, and electronic surveillance)

• The tendency to give members of a particular race lower evaluation ratings than are justified by their actual performance or to give members of one race lower ratings than members of another race

Forced lay off of employees by a firm, usually to cut down its payroll

Requires federal contractors to maintain a drug free workplace

• To make it financially worthwhile for an employee to retire earlier than planned

The granting of sexual favors is tied to such employment decisions as promotions and salary increases

mandates that the federal government may not deny a person equal protection under the law

Is one of the most misunderstood legal concepts concerning employment

• A federal law that, with its amendments, forbids discrimination against an individual who is over the age of 40

Employees can be terminated if it is in the best economic interests of an organization to do so.

mandates that no state may deny a person equal protection under the law