Chapter 14 - Employee Rights and Responsibilities Flashcards
Define “Rights”.
-Powers, privileges, or interests derived from law, nature, or tradition.
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Define “Statutory Rights”.
-Rights based on specific laws or statutes passed by federal, state, or local governments.
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Define “Responsibilities”.
-Obligations to perform certain tasks and duties.
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Define “Contractual Rights”.
-Rights based on a specific contract between an employer and an employee.
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Define “Employment Contract”.
-Formal agreement that outlines the details of employment.
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Define “Noncompete Agreements”.
-Agreements that prohibit individuals who leave an organization from working with an employer in the same line of business for a specified period of time.
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Define “Implied Contract”.
-An unwritten agreement created by the actions of the parties involved.
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Define “Employment at Will (EAW)”.
-A common-law doctrine states that employers have the right to hire, fire, demote, or promote whomever they choose, unless there is a law or a contract to the contrary, and employees may quit at any time with or without notice.
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Define “Wrongful Discharge”.
-Termination of an individual’s employment for reasons that are illegal or improper.
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Define “Constructive Discharge”.
-Process of deliberately making conditions intolerable to get an employee to quit.
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Define “Just Cause”.
-Reasonable justification for taking employment-related action.
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Define “Due Process”.
-Occurs when an employer is determining if there has been employee wrongdoing and uses a fair process to give an employee a chance to explain and defend his/her actions.
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Define “Organizational Justice”.
-The fairness of decisions and resource allocations in an organization.
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Define “Procedural Justice”.
-Perceived fairness of the processes used to make decisions about employees.
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Define “Distributive Justice”.
-Perceived fairness in the distribution of outcomes.
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Define “Interactional Justice”.
-The extent to which a person affected by an employment decision feels treated with dignity and respect.
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Define “Open-Door Policy”.
-A policy that allows workers with a complaint to talk with someone in management.
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Define “Arbitration”.
-Process that uses a neutral third party to make a binding decision, thereby eliminating the need to involve the court.
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Define “Ombuds”.
-Individuals outside the normal chain of command who act as independent problems solvers for both management and employees.
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Define “Right to Privacy”.
-An individual’s freedom from unauthorized and unreasonable intrusion into personal affairs.
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Define “Whistle-Blowers”.
-Individuals who report real or perceived wrongs committed by their coworkers or employers.
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Define “Bring Your Own Device (BYOD)”.
-The practice of employees using their own mobile devices such as smartphones and digital tablets in the workplace.
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Define “Policies”.
-General guidelines that help focus organizational actions.
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Define “Procedures”.
-Customary methods of handling activities.
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Define “Rules”.
-Specific guidelines that regulate and restrict individuals’ behavior.
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Define “Employee Handbook”.
-A physical or electronic manual that explained a company’s essential policies, procedures, and employee benefits.
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Define “Pulse Survey”.
-Frequent, short questionnaires used to solicit anonymous employee feedback.
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Define “Discipline”.
-A process of corrective action used to enforce organizational rules.
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Define “Termination”.
-Occurs when an employee is removed from a job at an organization.
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Define “Separation Agreement”.
-Agreement in which a terminated employee agrees not to sue the employer in exchange for specified benefits.
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