Week 4 ASSIGNMENT Terminology Concepts Review Template
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Nairobi Institute of Technology - Westlands *
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Health Science
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Nov 24, 2024
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HS 658: Terminology/Concepts Review
Instructions
: Provide a brief response for each term or concept, within the context of the
questions below, and submit this form for your quiz assignment. Be sure to provide a
citation for each term and reference source at the end of the document.
1.
EEO Programs are Equal Employment Opportunity programs that are formulated
to guarantee fair and equal treatment to all individuals without consideration of
sex, national origin, color, religion, and race. EEO programs aim to eradicate
workplace discrimination because of disability, national origin, age, sex, religion,
color, and race
(
Kim, Peck, & Gee, 2020).
2.
The difference between disparate treatment and disparate impact is disparate
treatment refers to intentional discrimination, while disparate impact denotes
unintentional discrimination
(Zafar et al., 2017).
3.
Quid pro quo sexual harassment is when a supervisor within the workplace
setting pursues sexual favors from the employees in exchange for some form of
employment benefits like promotion and better working conditions or to prevent
some form of detrimental impacts like a demotion and pay reductions (Nieto,
2021).
4.
Equal Employment Opportunity Commission (EEOC) enforces federal
regulations that consider it unlawful to discriminate against an employee or job
applicant due to the individual’s sexual orientation, gender identity, sex, religion,
color, national origin, and race
(
Kim et al., 2020).
5.
The ADA prohibits discrimination against individuals with various disabilities in
numerous areas constituting communications, public accommodations,
transportation, employment, and accessibility to local and state government
services and programs (Blanck, 2021).
6.
Affirmative action is the policy to intensify educational and workplace
opportunities for underrepresented individuals in numerous areas of society. It is
regularly regarded as a form of offsetting discrimination against certain groups.
Affirmative action targets to change the historical patterns of discrimination
against people with particular social identities. Affirmative action diversifies
society and offers opportunities for disadvantaged and minority populations
(
McGee, 2023).
7.
Workers employed under the following conditions are not covered by the National
Labor Relations Act (NLRA) domestic and agricultural workers, public-sector
employees, employees employed by a spouse or parent, and independent
contractors
(National Labor Relations Board, 2022).
8.
The primary difference between mediation and arbitration is mediation
constitutes the involvement of third-party personnel that operates as an effective
facilitators for the various parties to assist them in reaching their agreement.
Arbitration is a strategy for resolving disputes whereby an arbitrator is charged
with the final decision-making (Zeller & Trakman, 2019).
9.
For a selection measure, validity describes the degree to which there is data or
empirical evidence that correct inferences could be made from the scores for a
specific employment selection function
(
Hayashi, Abib, & Hoppen, 2019).
10. Provide a brief example of a bona fide occupational qualification requirement
that could be legally applied for a particular job or occupation:
Bona fide occupational qualification (BFOQ) is a lawfully permitted restriction of
recruiting and employing an individual founded on their national origin, religion, or
sex (Clark, 2020). Examples of BFOQ requirements that can be lawfully applied
for a particular occupation or job include church workers who should be members
of that denomination to accomplish job responsibilities.
References
Blanck, P. (2021). On the importance of the Americans with Disabilities Act at
30.
Journal of Disability Policy Studies
, 10442073211036900.
Clark, J. R. (2020). Discrimination and the Bona Fide Occupational Qualification.
Air
Medical Journal
,
39
(5), 324-326.
Hayashi Jr, P., Abib, G., & Hoppen, N. (2019). Validity in qualitative research: A
processual approach.
The Qualitative Report
,
24
(1), 98-112.
Kim, T., Peck, D., & Gee, B. (2020). Race, Gender and the Double Glass Ceiling: An
Analysis of EEOC National Workforce Data.
Ascend Foundation.
ascendleadershipfoundation. org/research/race-gender-doubleglass-ceiling
.
McGee, R. W. (2023). Is It Possible to Be an Affirmative Action Employer and an
Equal Opportunity Employer at the Same Time? A ChatGPT Answer.
A
Chatgpt Answer (April 8, 2023)
.
National Labor Relations Board. (2022).
National Labor Relations Act
. National
Labor Relations Board.
https://www.nlrb.gov/guidance/key-reference-
materials/national-labor-relations-act
Nieto, V. G. (2021). “What else can you do to pass...?”: A pragmatics-based
approach to quid pro quo sexual harassment.
Legal Meanings: The Making
and Use of Meaning in Legal Reasoning
,
1
, 31.
Zafar, M. B., Valera, I., Gomez Rodriguez, M., & Gummadi, K. P. (2017, April).
Fairness beyond disparate treatment & disparate impact: Learning
classification without disparate mistreatment. In
Proceedings of the 26th
international conference on world wide web
(pp. 1171-1180).
Zeller, B., & Trakman, L. (2019). Mediation and arbitration: the process of
enforcement.
Uniform Law Review
,
24
(2), 449-466.
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