91) Shippers Express is accused of adverse impact on a protected group. 80% of all male applicants are hired but only 50% of female applicants are hired. Using the formula for disparate rejection rates, adverse impact cannot be shown.
92) Defining the relevant labor market is a crucial step in using population comparisons to show adverse impact.
93) Employers frequently use a bona fide occupation qualification as a defense against charges of intentional discrimination based on gender rather than factors such as age or religion.
94) The Age Discrimination in Employment Act prohibits the use of age as a BFOQ for any type of employment.
96) According to federal laws, asking job candidates about their marital status is not illegal; however, a firm needs to be able to defend the practice as a BFOQ to avoid raising discrimination issues.
97) Courts have ruled that educational qualifications are illegal when the qualifications are not job related.
98) According to the Civil Rights Act of 1991, an employment discrimination claim must be filed within 60 days after the alleged incident occurred or a claim cannot be filed.
99) Alternative dispute resolution is a grievance procedure that provides for binding arbitration as the last step in employment discrimination claims.
100) Managing diversity means maximizing diversity's potential advantages while minimizing the potential hindrances of diversity that can undermine a firm's performance.