CDR Legal Compliance & EEO Flashcards

What is the difference between disparate treatment and disparate impact discrimination?

Answer: Disparate treatment is intentional discrimination; disparate impact results from neutral policies that disproportionately harm protected groups

Disparate treatment involves intentional discrimination against individuals because of a protected characteristic, while disparate impact refers to neutral policies that produce unequal outcomes for protected groups.

Under Executive Order 11246, which type of employer is required to take affirmative action in employment?

Answer: Federal contractors and subcontractors

Executive Order 11246 requires federal contractors and subcontractors to take affirmative action to ensure equal employment opportunity regardless of race, color, religion, sex, or national origin.

What is a bona fide occupational qualification (BFOQ)?

Answer: A legally permissible reason to make employment decisions based on a protected characteristic

A BFOQ is a legally recognized justification for hiring based on a protected characteristic when it is essential to the normal operation of the business, such as requiring actors of a specific gender for certain roles.

Which law requires employers to provide up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons?

Answer: FMLA

The Family and Medical Leave Act (FMLA) entitles eligible employees of covered employers to take up to 12 weeks of unpaid, job-protected leave per year for qualifying family or medical reasons.

In EEO law, which of the following questions is ILLEGAL to ask during a job interview in the United States?

Answer: What is your religion?

Asking about a candidate's religion is illegal under Title VII, as employment decisions cannot be based on religious beliefs or practices.

What is the purpose of a utilization analysis in an Affirmative Action Plan?

Answer: To compare the employer's workforce demographics to the available labor market

A utilization analysis compares the percentage of women and minorities in each job group to their availability in the relevant labor market, identifying underutilization that the AAP must address.