![]() ![]() For example, nonessential educational requirements for certain jobs can have a disparate impact on minority groups looking for work, as they often have been limited in their access to educational opportunities.ĭisparate Treatment: Inconsistent application of rules and policies to one group of people over another. ![]() Disparate impact results when rules applied to all employees have a different and more inhibiting effect on women and minority groups than on the majority. Who is regarded as having such an impairment?ĭiscrimination: Any act or failure to act, impermissibly based in whole or in part on a person's race, color, religion, sex, national origin, age, physical or mental handicap, and/or reprisal, that adversely affects privileges, benefits, working conditions, results in disparate treatment or had a disparate impact on employees or applicants.ĭisparate Impact: Under EEO law, less favorable effect for one group than for another.A physical or mental impairment that substantially limits one or more of a person's major life activities or,.The investigation that follows the acceptance of issues from a formal complaint will provide the basis for a determination as to whether or not illegal discrimination has, in fact, occurred.Ĭomplainant: An employee, a former employee, or an applicant for employment who files a formal complaint of discrimination based on his/her race, color, religion, sex, national origin, age (40), physical or mental disability, and/or reprisal.ĭisability: As used in reference to the EEO arena, and as defined in the Rehabilitation Act, means a person who has: The allegation itself is not proof that illegal discrimination has taken place. A complaint may result when an employee believes he or she has been unfairly treated because of race, color, national origin, religion, age, gender sexual orientation, or physical/mental disability. ![]() Bases (protected groups) under EEO are race, color, national origin, religion, age, sex (gender), sexual orientation, physical or mental disability, and reprisal.Ĭomplaint: A complaint is an allegation of illegal discrimination that is handled through an administrative procedure. An EEO complainant must assert a basis, or reason when bringing forward a complaint. AAP's may contain studies that show how the workforce at the activity has been used and may include goals and timetables for increasing the representation of protected class members in those areas where they have been underrepresented.Īge Discrimination: A claim of discrimination based on age by an individual who is at least 40 years of age at the time of the alleged discriminatory act.Īggrieved Person: A person who believes that he/she has been discriminated against in some way and makes his/her concerns known.Īllegation of Reprisal: A claim of restraint, interference, coercion, discrimination, or retaliation in connection with presenting or processing a complaint or because of any opposition to an employment practice made unlawful under Title 29 CFR part 1614.īasis: A basis is the "reason" alleged for discrimination. In federal employment, extra effort must be made to include qualified women, minorities, employees over 40, and the disabled at grade levels and in job categories where they are underrepresented.Īffirmative Action Plans/Affirmative Employment Plan: Written plans for programs required by Executive Order 11478 and other laws and regulations. A B C D E F G H I J K L M N O P Q R S T U V W X Y ZĪdministrative Judge (AJ): An official assigned by the Equal Employment Opportunity Commission (EEOC) to hold hearings on formal complaints of discrimination and to otherwise process individual or class complaints for the EEOC.Īffirmative Action: Positive steps taken by an employer which contribute toward greater employment opportunities for minorities, females, the elderly, and the disabled. ![]()
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