| A | B |
|---|
| Equal Employment Opportunity | Treatment of individuals in all aspects of employment - hiring, promotion, training, etc. - in a fair and non-biased manner |
| Adverse impact | A concept that refers to the rejection of a significantly higher percentage of a protected class for employment, placement, or promotion when compared with the successful, nonprotected class. |
| Affirmative action | Policy that goes beyond equal employment opportunity by requiring organizations to comply with the law and correct past discriminatory practices by increasing the numbers of minorities and women in specific positions. |
| Bona fide occupational qualification (BFOQ) | Suitable defense against a discrimination charge only where age, religion, sex, or national origin is an actual qualification for performing the job. |
| Business necessity | Work-related practice that is necessary to the safe and efficient operation of an organization. |
| Charge form | Discrimination complaint filed with the EEOC by employees or job applicants. |
| Disabled individual | Any person who (1) has a physical or mental impairment that substantially limits one or more of such person's major life activities, (2) has a record of such impairment, or (3) is regarded as having such an impairment. |
| Disparate treatment | Situation in which protected-class members receive unequal treatment or are evaluated by different standards. |
| Fair employment practices (FEPs) | State and local laws governing equal employment opportunity that are often more comprehensive than federal laws |
| Four-fifths rule | Rule of thumb followed by the EEOC in determining adverse impact for use in enforcement proceedings. |
| Protected classes | Individuals of a minority race, women, older persons, and those with disabilities who are covered by federal laws on equal employment opportunity. |
| Reasonable accommodation | Attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious preferences. |
| Reverse discrimination | Act of giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering discrimination |
| Sexual harassment | Unwelcome advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature in the working environment. |
| Workforce utilization analysis | Process of classifying protected-class members by number and by the type of job they hold within the organization. |
