- Introduction
- Workforce Planning and Employment Law
- Affirmative Action and Equal Employment Opportunity
- Gender Discrimination
- Workforce Planning
- Job Analysis
- Recruitment
- Contingent Workforce
- Selection
- Post-Offer Employment Practices
- Organizational Exit
- Management of Employment Records
- Strategic Considerations for the SPHR
- Chapter Summary
- Apply Your Knowledge
- Exam Questions
This chapter is from the book
This chapter is from the book
This chapter is from the book
Apply Your Knowledge
Exercises
3.1 Employment Law
Fill in the missing cells in the following table without referring back to the text.
|
Legislation/Regulation |
Provisions |
|
|
Requires employers to provide 60-day advance notice for certain plant closings or mass layoffs |
|
Executive Order 11246 |
|
|
|
Federal regulations that assist employers in complying with federal antidiscrimination legislation |
|
|
Prohibits discrimination based on race, color, religion, sex, or national origin |
|
Age Discrimination in Employment Act |
|
|
|
Requires employers to establish the identity and eligibility to work of all employees |
3.2 Adverse Impact
The CEO of your organizations asks you to provide her with the answer to two questions. First, she wants to know the results of recent expansion efforts in which the organization hired 100 new employees. Specifically, she wants to know whether the organization’s hiring practices resulted in any adverse impact for protected classes. Second, she wants to know about the overall composition of the organization’s workforce in terms of the labor market. She wants to know whether any protected class is under-represented in relation to the local population. Answer her two questions using the following data.
Expansion Hire
|
Group |
# Interviewed |
# Hired |
|
Hispanic-American |
50 |
30 |
|
African-American |
50 |
25 |
|
White |
60 |
40 |
|
Asian-American |
9 |
5 |
Comparison of Workforce with External Labor Market
|
Group |
% of Workforce |
% of Labor Market |
|
Hispanic-American |
17 |
20 |
|
African-American |
20 |
18 |
|
White |
60 |
56 |
|
Asian-American |
3 |
6 |
Review Questions
- You are the first HR Director of a small but growing philanthropic organization. The organization does not have job descriptions. You mention to the executive director that one of your first projects is to begin a job analysis project so that you can obtain data to write job descriptions and job specifications. The executive director is not familiar with job analysis and asks you to brief him on the process. What do you tell him?
- You are the HR Director of a small not-for-profit social service organization that has just received its first notification and request for information ever from EEOC that a complaint of illegal discrimination has been received. The President of the organization is unfamiliar with the process and asks you to brief her on how the process proceeds. What do you tell her?
- You are the VP of HR for an organization that is increasingly being affected by foreign competitors that have substantially lower compensation costs. The CEO is contemplating a recommendation to the board of directors that the organization explore a strategy of using contingent versus permanent full-time workers. He has asked you to brief him on what the advantages and disadvantages of such a strategy might be. How do you respond?
- You are the HR Director of a medium-sized manufacturing firm that has recently refused accommodation to several individuals based on a determination that they were not disabled. This resulted in formal complaints under the Americans with Disabilities Act. The board of directors was briefed by the CEO on the complaints and the directors would like you to brief them on the definition of disability under the act. What do you tell them?
- The CEO of your organization just came back from a meeting in which the terms quid pro quo and hostile environment were used in a discussion regarding preventing sexual harassment. He asks you to define them for him. How would you define the two terms?