Which of the following statements is true of disparate treatment and disparate impact?

The legislative branch: This branch of the federal government consists of the House of Representatives and the Senate. These bodies develop and pass laws that govern many human resource management activities. Most of the laws stem from a perceived societal need.

The executive branch: The executive branch consists of the president of the United States and the many regulatory agencies the president oversees. Although the legislative branch passes the laws, the executive branch affects these laws in many ways.

The president: The president (1) can propose bills to Congress that, if passed, would become laws, (2) has the power to veto laws passed by Congress, (3) through the control of regulatory agencies within his or her authority, can influence what types of violations are pursued, (4) can issue executive orders, and (5) appoints all the judges in the federal judicial system, subject to the approval of the legislative branch.

The judicial branch: This branch consists of the federal court system, which is made up of three levels: (1) U.S. district courts and quasi-judicial administrative agencies, (2) U.S. courts of appeals, and (3) the U.S. Supreme Court. The judicial branch interprets and enforces the laws.

An Occupational Safety and Health Act (OSHA) inspection has four major components:

1. A compliance officer reviews the employer's records of death, injuries, and illnesses. OSHA requires this kind of record keeping from all firms with 11 or more full- or part-time employees.
2. The officer, typically accompanied by a representative of the employer (and perhaps by a representative of the employees), conducts a walkaround tour of the employer's premises. On this tour, the officer notes any conditions that may violate specific published standards or the less specific general duty clause.
3. The officer may conduct employee interviews during the tour. At this time, any person who is aware of a violation can bring it to the attention of the officer.
4. The officer holds a closing conference to discuss the findings with the employer, noting any violations. If a violation represents imminent danger, the officer may, through the Department of Labor, seek a restraining order from a U.S. district court.

The three primary components of a safety awareness program are identifying and communicating hazards, reinforcing safe practices, and promoting safety internationally.

1. Identifying and communicating job hazards: Employees, supervisors, and other knowledgeable sources need to discuss potential problems related to safety. The job hazard analysis technique is one means of accomplishing this. Another means of isolating unsafe job elements is to study past accidents. The technic of operations review (TOR) is an analysis methodology that helps managers determine which specific element of a job led to a past accident. Communication of an employee's risk should take advantage of several media. Direct verbal supervisory contact is important for its saliency and immediacy. Written memos are important because they help establish a "paper trail" that can later document a history of concern regarding the job hazard. Posters, especially those placed near the hazard, serve as a constant reminder, reinforcing other messages.
2. Reinforcing safe practices: A common technique for reinforcing safe practices is implementing a safety incentive program to reward workers for their support of and commitment to safety goals. Initially, programs are set up to focus on improving short-term monthly or quarterly goals or to encourage safety suggestions. These short-term goals are later expanded to include more wide-ranging, long-term goals. Prizes are typically distributed in highly public forums (such as annual meetings or events). These prizes usually consist of merchandise rather than cash because merchandise represents a lasting symbol of achievement.
3. Promoting safety internationally: Given the increasing focus on international management, organizations also need to consider how to best ensure the safety of people regardless of the nation in which they operate. Cultural differences make this more difficult than it seems.

that it is illegal for an employer to "(1) fail or refuse to hire or discharge any individual, or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment because of such individual's race, color, religion, sex, or national origin, or (2) to limit, segregate, or classify his employees or applicants for employment in any way that would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee because of such individual's race, color, religion, sex, or national origin."

as cosmetic disfigurement and anatomical loss affecting the neurological, musculoskeletal, sensory, respiratory, cardiovascular, reproductive, digestive, genitourinary, hemic, or lymphatic system. However, conditions such as obesity, substance abuse, eye and hair color, and lefthandedness are not covered.

Sets with similar terms

Which of the following statements is a difference between disparate treatment and disparate impact?

Which of the following is true of the disparate treatment theory quizlet?

What is an example of a disparate impact?

What is the definition of disparate treatment quizlet?