Subject Index 441Culture, organizational: auditing,
108, 110; defi ned, 106;
managing, 106–107
Customer service, leadership
competencies involving,
defi ned, 328 , 332
Customization, defi ned, 399
CVS Pharmacy, 104DDale v. Boy Scouts of America
and Monmouth Council Boy
Scouts, 103
Data collection, methods of, in job
analysis, 153–158
Data loss prevention, 382
Dave Thomas Foundation for
Adoption, 304
“DCF Accused of Coercing
Employees to Work Overtime
Without Pay,” 273
Decision support systems, 379, 390
Decisiveness, defi ned, as a
leadership competency, 332
Deep Sweep, 186
Deferred compensation retirement
plans, 290
Defi ned-benefi t plans, 290, 291, 292
Defi ned-contribution plans, 290,
291–292
Deloitte & Touche, 392
Demand forecasting, 40, 43, 50
Demographic changes, 24, 26, 88,
309, 396, 398
Department of Justice Pride, 114
Department of Labor (DOL)
Procedure, 172
Depression, 305
Developmental incentives, 134
Dictionary of Occupational
Titles, 179
Direct indexes, 235
Disability insurance, 295
Discovery requirements, 383
Discretionary benefi ts, 289–297
Discrimination: avoiding, 398;
and drug testing, 301; and
performance evaluations, 226;
protection from, federal laws
concerning equal opportunity
and, 56–66; proving, 66–68;reverse, claims of, 73; sexual
harassment as, 96; subtle, 108;
systemic, belief of, 89
Disparate impact, described, 67–68
Disparate treatment, described, 66–67
Distributive justice, 267
Diversity: defi ned, 88–89;
leadership competencies
involving, defi ned, 328 , 331 ;
paradox of, 107; working on,
change model for, 108–110
Diversity at Work, 186
Diversity management: changes
in the nonprofi t landscape
and, 102–105; conclusion on,
110–111; difference between
compliance with laws and,
105–107; and eliminating glass
ceilings, 91–92; and employer
liability for harassment, 99;
exercises involving, 112, 113;
importance of, 92–96, 110;
overview of, 88–91; questions
and activities on, 114; and
sexual harassment, 96–98; and
sexual orientation, 99–101;
and strategic human resources
management implications,
107–110, 398; and
transgendered people, 101–102
Diversity paradox, 107
Documentation, during the
evaluation period, 231–232
Domestic partnership benefi ts,
85, 299
Dothard v. Rawlinson, 58
Doyle, Mount Healthy Board of
Education v., 75
Drexel Homes, Inc., 343
Drucker Foundation Self-
Assessment Tool, 139
Drug testing, 194, 198, 299–301
Drug-Free Workplace Act, 300
Due process rights, 77–78
Dues checkoff, 351
“Dupre’s Downfall Was Long Time
in the Making,” 248EEarthwatch Institute, 141
Economic challenges, 8–9, 22E-discovery requirements, 383
Education, and working on
diversity, 109
Education for Public Service Act, 182
Educational assistance benefi ts,
296–297
Educational challenges, 26–27
Edwards Personal Preference
Schedule, 192
EEOC. See U.S. Equal Employment
Opportunity Commission
(EEOC)
Effi ciency, defi ned, 399
Effort to performance relationship,
defi ned, 222
E-government: benefi ts of, 373;
defi ned, 10
E-human resources management
(eHR), 388–389
Elder care, 298, 399
E-learning, 318–320, 389
Eleventh Amendment, 62, 63
Ellerth, Burlington Industries v.,
97, 98
Ellison v. Brady, 97
Elrod v. Burns, 76
E-mail: and information fl ow, 375,
377; and political activities,
76–77; reducing, 392; resource
policies covering, 381, 383;
union-related, 370; volunteer
work via, 122
Emotional intelligence, 206
Emotional labor, valuing, 277–278
Employee Assistance Programs
(EAPs), 299, 301
Employee Benefi t Research
Institute, 307
Employee champion role, defi ned, 36
Employee competencies,
identifying, 40–41
Employee equity, 258–269
Employee loyalty, 289
Employee participation: and access
to information systems,
386–387; and motivation, 245
Employee partnerships,
360–361
Employee performance logs,
maintaining, 231–232
Employee Polygraph Protection
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