pharmacy management

describe Title VII

prohibits employment discrimination based on race, color, religion, sex, and national origin.

describe ADA

• protects qualified individuals with disabilities

• may require reasonable accommodation unless it causes undue hardship

describe ADEA

protects workers age 40+

describe GINA

prohibits employment decisions based on genetic information

describe IRCA

requires work-authorization verification while prohibiting national-origin/ citizen discrimination

describe USERRA

protects service members leave and reemployment rights

describe EEOC

enforces many federal workplace anti-discrimination laws

components of affirmative action

• Review current workforce and policies.

• Compare internal representation with the qualified external labor pool (utilization analysis).

• Set lawful, flexible goals and timelines.

• Take actions such as targeted outreach, then audit and report progress.

• Goals are not quotas; all selected applicants must still be qualified.

What is the difference between EEO and affirmative action?

• Equal employment opportunity (EEO): prohibits discrimination; decisions should be fair and based on job-related criteria. Think “do not exclude.”

• Affirmative action: takes proactive steps to identify and reduce underrepresentation. Think “actively remove barriers.”

What is downsizing?

Downsizing is a permanent reduction in the workforce, often due to financial pressure, restructuring, or technology.

what are the risks of downsizing?

lower morale, loss of expertise, heavier workloads, reduced trust, and potential discrimination concerns if selection criteria are not consistent

how can downsizing help?

can lead to better management

• use objective job-related criteria, document decisions, communicate clearly, support affected employees, train remaining staff, and monitor workload/patient-safety effects.

describe disparate treatment

intentional unequal treatment because of protected status.

describe Disparate impact

a neutral policy disproportionately harms a protected group; the employer must show job relatedness/business necessity.

Describe Retaliation

adverse action because someone complained about discrimination or participated in an investigation.

describe Pregnancy Discrimination Act (PDA)

Cannot refuse to hire, fire, demote, or retaliate against someone because of pregnancy, childbirth, or related conditions. Pregnant employees should be treated similarly to others with comparable limitations.

describe Pregnant Workers Fairness Act (PWFA)

Requires reasonable pregnancy-related accommodations unless they create an undue hardship—for example, extra breaks, a stool, modified tasks, or temporary schedule changes.

describe FMLA

Eligible employees may receive job-protected, unpaid leave for qualifying medical/family reasons; generally up to 1212 weeks per year.

describe Equal Pay Act

Requires equal pay for substantially similar work regardless of sex. Legitimate differences may be based on seniority, performance, production, skill, effort, or working conditions.

Describe Quid pro quo

A supervisor links a job benefit or threat to sexual favors

validity vs reliability

validity= accuracy, reliability= consistent

Describe Negligent hiring

hiring an unfit person who then harms someone.

Pharmacy manager’s role in selection is….

• Define needed competencies for the role.

• Assess candidates using structured, job-related methods.

• Give input on hiring decisions and make/sell a timely job offer.

• Avoid interviewer errors: use consistent questions, do not make snap judgments, and document evaluations promptly.

pros and cons of internal recruiting

• Pros: faster, cheaper, retains institutional knowledge, improves morale.

• Cons: may leave skill gaps or limit new ideas.

pros and cons of external recruiting

• Pros: broader pool and new skills/perspectives.

• Cons: higher cost, longer onboarding, possible morale concerns.

Describe Time to fill

the amount of time from when a job opening is posted until a candidate accepts the offer