Human Resource Management TENTH EDITON © 2003 Southwestern College Publishing. All rights reserved. PowerPoint Presentation by Charlie Cook Legal Framework for Equal Employment Legal Framework for Equal Employment SECTION 2 Staffing the Organization Chapter 4 Robert L. Mathis  John H. Jackson

© 2002 Southwestern College Publishing. All rights reserved.4–24–2 Learning Objectives  After you have read this chapter, you should be able to: –Differentiate among diversity management, equal employment opportunity (EEO), and affirmative action. –Discuss the key provisions of the Civil Rights Act of 1964, Title VII, and define five basic EEO concepts. –Give examples of three sex-based discrimination issues. –Discuss the major requirements of the Americans with Disabilities Act. –Describe four other types of EEO discrimination.

© 2002 Southwestern College Publishing. All rights reserved.4–34–3 Learning Objectives (cont’d) –Discuss the two general approaches for complying with the 1978 Uniform Guidelines on Employee Selection Procedures. –Define validity and reliability, and explain three approaches to validating employment requirements. –Identify typical EEO record-keeping requirements and those records used in the EEO investigative process.

© 2002 Southwestern College Publishing. All rights reserved.4–44–4 Diversity, Equal Employment, and Affirmative Action  Diversity –The variety of dimensions differentiating people  Equal Employment Opportunity –Individuals should have equal treatment in all employment-related actions.  Protected Class –Individuals within a group identified for protection under equal employment laws and regulation. Race, ethnic origin, color Gender Age Disability Military experience Religion Marital status Sexual orientation

© 2002 Southwestern College Publishing. All rights reserved.4–54–5 Diversity Management, Equal Employment Opportunity, and Affirmative Action Figure 4–1

© 2002 Southwestern College Publishing. All rights reserved.4–64–6 Affirmative Action  Affirmative Action –A process in which employers identify problem areas, set goals, and take positive steps to enhance opportunities for protected-class members and to remove the effect of past discrimination.  Reverse Discrimination –Occurs when a person is denied an opportunity because of preferences give to protected-class individuals who may be less qualified. –Cases Hopwood v. State of Texas Bakke v. University of California

© 2002 Southwestern College Publishing. All rights reserved.4–74–7 Major Equal Employment Laws and Concepts  Civil Rights Act of 1964, Title VII –Coverage All private employers with 15 or more employees All educational institutions State and local governments Public and private employment agencies Labor unions with 15 or more employees Joint labor/management apprenticeship committee –Established the Equal Opportunity Commission to enforce the act’s provisions.

© 2002 Southwestern College Publishing. All rights reserved.4–84–8 Concepts Resulting in Equal Employment Opportunity Figure 4–2

© 2002 Southwestern College Publishing. All rights reserved.4–94–9 Business Necessity and Job Relatedness  Business Necessity –A practice that is necessary for safe and efficient organizational operations.  Bona Fide Occupational Qualifications (BFOQ) –A business characteristic providing a legitimate reason why an employer can exclude persons on otherwise illegal bases of consideration.  Disparate Treatment –A situation that exists when protected-class members are treated differently from others.

© 2002 Southwestern College Publishing. All rights reserved.4–10 Business Necessity and Job Relatedness  Disparate Impact –Occurs when substantial underrepresentation of protected-class members results from employment decisions that work to their disadvantage. –Griggs vs. Duke Power (1971) decision: Lack of intent to discriminate is no defense if discrimination occurs. The employer has the burden of proof in proving that an employment requirement is a “business necessity.” –Retaliation EEO laws prohibit employers from taking punitive actions against individuals who exercise their legal rights.

© 2002 Southwestern College Publishing. All rights reserved.4–11 Civil Rights Act of 1991  Significant provisions: –Employment practices must be job-related and consistent with business necessity. –Plaintiffs must identify particular employment practice and show that protected-class status was a factor in the employment practice. –Provided limited compensatory damages for intentional discrimination. –Allows plaintiffs to seek jury trials. –Prohibited norming and use of alternative scoring based on protected class membership. –Extended EEO coverage to U.S. citizens overseas.

© 2002 Southwestern College Publishing. All rights reserved.4–12 Affirmative Action Regulations  Executive Orders 11246,11375, and –Requires holders of federal contracts not to discriminate on the basis of race, color, religion, national origin, or sex and to develop affirmative action plans. –Office of Federal Contract Compliance (OFCCP) in the Department of Labor enforces these presidential orders.  Affirmative Action Plan (AAP) –Formal document that an employer compiles annually for submission to enforcement agencies.

© 2002 Southwestern College Publishing. All rights reserved.4–13 Components of an Affirmative Action Plan (AAP) Figure 4–3

© 2002 Southwestern College Publishing. All rights reserved.4–14 Laws on Sex/Gender Discrimination

© 2002 Southwestern College Publishing. All rights reserved.4–15 Sex/Gender Discrimination  Pay Equity (Comparable Worth) –The concept that pay for jobs requiring comparable levels of knowledge, skill, and ability should be paid similarity, even if actual duties differ significantly. –Arises from the continuing gap between the earnings of women and men. –Courts have consistently ruled against the concept.  Sexual Harassment –Actions that are sexually directed, are unwanted, and subject the worker to adverse employment conditions or create a hostile work environment.

© 2002 Southwestern College Publishing. All rights reserved.4–16 Americans with Disabilities Act (ADA)

© 2002 Southwestern College Publishing. All rights reserved.4–17 Major Sections of the Americans with Disabilities Act Figure 4–4

© 2002 Southwestern College Publishing. All rights reserved.4–18 Other Employment Discrimination Acts

© 2002 Southwestern College Publishing. All rights reserved.4–19 Other Types of Discrimination

© 2002 Southwestern College Publishing. All rights reserved.4–20 Other Types of Discrimination

© 2002 Southwestern College Publishing. All rights reserved.4–21 Equal Employment Charges by Type Figure 4–5

© 2002 Southwestern College Publishing. All rights reserved.4–22 Enforcement Agencies  Equal Employment Opportunity Commission –EEOC is the enforcement authority for EEO laws. –Composed of five members appointed by the President and confirmed by the Senate. –Members (limited to no more than three from the same political party) serve seven year terms.  Office of Federal Contract Compliance –OFFCP ensures that federal contractors have nondiscriminatory practices and take affirmative action to overcome the effects of past discrimination.

© 2002 Southwestern College Publishing. All rights reserved.4–23 Internal Disparate Impact Figure 4–6

© 2002 Southwestern College Publishing. All rights reserved.4–24 Uniform Guidelines on Employee Selection Procedures  “No Disparate Impact” –Disparate impact occurs whenever a substantial underrepresentation of protected-class members is evident in selection decisions.  4/5ths Rule –If the selection rate for a protected-class is less than 80% (4/5ths) of the selection rate for the majority group or less than 80% of the group’s representation in the relevant labor market, then discrimination exists.

© 2002 Southwestern College Publishing. All rights reserved.4–25 External Disparate Impact Figure 4–7 Source:

© 2002 Southwestern College Publishing. All rights reserved.4–26 Job-Related Validation Approach  Validity –The extent to which a test actually measures what it says it measures.  Reliability –The consistency with which a test measure measures an item.  Employment “test” –Any employment procedure used as the basis for making an employment-related decision. –Must have both reliability and job-related validity.

© 2002 Southwestern College Publishing. All rights reserved.4–27 Validity and Equal Employment  Selection Procedures and Validity –Employers must demonstrate that tests of knowledge, skills, and abilities (KSAs) are valid when disparate impact exists.

© 2002 Southwestern College Publishing. All rights reserved.4–28 Validation Strategies: Content Validity  Content Validity –Validity as measured by a logical, nonstatistical method (job analysis) to identify the KSAs and other characteristics necessary to perform the job. –Example: A work sample test measuring how well an applicant performed essential tasks of the job.

© 2002 Southwestern College Publishing. All rights reserved.4–29 Validation Strategies: Criterion-Related Validity  Criterion-Related Validity –Validity measured by a procedure that uses a test as the predictor of how well an individual wool perform on the job.  Correlation coefficient –Index number giving the relationship between a predictor (a test) and a criterion variable (a measure of success on the job). Predictor (test score) Criterion (Job Success)

© 2002 Southwestern College Publishing. All rights reserved.4–30 Concurrent and Predictive Validity Figure 4–8

© 2002 Southwestern College Publishing. All rights reserved.4–31 Validation Strategies: Construct Validity  Construct Validity –Validity showing a relationship between an abstract characteristic (e.g., honesty) and job performance (e.g., bank teller). –A form of validity that is more likely to be challenged for legality and usefulness in the selection process.

© 2002 Southwestern College Publishing. All rights reserved.4–32 Elements of EEO Compliance Employer Responses to EEO Complaints Employer Responses to EEO Complaints EEO Policy Statement EEO Records EEOC Compliance Investigation Process EEOC Compliance Investigation Process EEO Compliance Pre-employment vs. After-Hire Inquires

© 2002 Southwestern College Publishing. All rights reserved.4–33 Stages in Responding to EEO Complaints Figure 4–9

© 2002 Southwestern College Publishing. All rights reserved.4–34 Guidelines to Lawful and Unlawful Preemployment Inquires Figure 4–10a Source: Developed by Robert L. Mathis, Mathis & Associates, L.L.C, 1429 North 131st Avenue Circle, Omaha, NE All rights reserved. No part of this may be reproduced, in any form or by any means, without written permission from Mathis & Cole.

© 2002 Southwestern College Publishing. All rights reserved.4–35 Guidelines to Lawful and Unlawful Preemployment Inquires (cont’d) Figure 4–10b Source: Developed by Robert L. Mathis, Mathis & Associates, L.L.C, 1429 North 131st Avenue Circle, Omaha, NE All rights reserved. No part of this may be reproduced, in any form or by any means, without written permission from Mathis & Cole.

© 2002 Southwestern College Publishing. All rights reserved.4–36 Guidelines to Lawful and Unlawful Preemployment Inquires (cont’d) Figure 4–10c

© 2002 Southwestern College Publishing. All rights reserved.4–37 Guidelines to Lawful and Unlawful Preemployment Inquires (cont’d) Figure 4–10d