Artificial intelligence is much feted but its talents boil down to a superhuman ability to spot patterns in large volumes of data. This law applies to the whole employment cycle, from application through advancement and termination.Īrtificial Intelligence: The branch of computer science concerned with making computers behave like humans. Though usually voluntary, ADR is sometimes mandated by a judge as a first step before going to court.Īmericans With Disabilities Act (ADA): Title I of the Americans with Disabilities Act of 1990 is part of a federal law that prohibits discrimination against someone with a disability, defined as “a physical or mental impairment that substantially limits a major life activity.” Disability is decided on a case-by-case basis and does not include conditions such as substance abuse.
Involved parties meet with a trained third party who assists in resolving the problem by arbitration, mediation, judicial settlement conferences, conciliation or other methods. A related term is algorithmic transparency which suggests that companies be open about the purpose, structure and underlying actions of the algorithms used to search for, process and deliver information.Īlternate Dispute Resolution (ADR): An informal process to resolve disputes. See Broker.Īgile Organization: Also known as agile manufacturing, this is a term applied to an organization that has created the processes, tools, and training to enable it to respond quickly to customer needs and market changes while still controlling costs and quality.Īlgorithmic Accountability: the belief that companies should be held responsible for the results of their programmed algorithms. It is against the law to discriminate against anyone in the workplace because of their actual or assumed age.Īgent (Insurance): An employee who sells the products owned by the company, in contrast to a broker, who sells the insurance products of several companies. The effectiveness of the plan is measured by the results it actually achieves rather than by the results intended and by the good faith efforts undertaken.Īgeism: Prejudice or discrimination on the basis of a person’s age. Intended to remedy the effects of past discrimination against or underutilization of women and minorities. Affirmative action was designed to rectify past discrimination but has been controversial since its inception.Īffirmative Action Plan (AAP): A written set of specific, results-oriented procedures to be followed. Title 5, Section 503 of the Rehabilitation Act requires that affirmative action be taken in employment of persons with disabilities by Federal contractors.
For example, an employer funds its own dental insurance claim payments but pays the ASO firm to process the claims.Īccessibility: The extent to which a contractor’s or employer’s facility is readily approachable and does not inhibit the mobility of individuals with disabilities, particularly such areas as the personnel office, worksite and public areas.Īffirmative Action: Proactive policies aimed at increasing the employment opportunities of certain groups (typically, minority men and/or women of all racial groups). The firm does not assume any risk but merely carries out the specialized functions that the employer cannot or does not want to do. Absences are generally accepted and sometimes compensated if their frequency and rationale fall within an organization’s attendance policy.Īdministrative Services Only (ASO): The hiring of a firm (usually a health care vendor) to handle certain administrative tasks.