CHAPTER 3

Question 1

• employees take their complaints to an internal
  committee that makes a decision regarding the
  complaints

Answer 1

GRIEVANCE SYSTEM

Question 2

• a judicial interpretation of a law and is important because it establishes a precedent for future cases

Answer 2

CASE LAW

Question 3

• The amendment to the U.S Constitution that
  protects against unreasonable search or seizure; the amendment has been ruled to cover such privacy issues (Ex: drug testing, locker and office searches, psychological testing, and electronic surveillance)

Answer 3

FOURTH AMENDMENT

Question 4

• The amendment to the U.S. Constitution that
  mandates that the federal government may not deny a person equal protection under the law.

Answer 4

FIFTH AMENDMENT

Question 5

• The amendment to the U.S. Constitution that
  mandates that no state may deny a person equal protection under the law.

Answer 5

FOURTEENTH AMENDMENT

Question 6

• less workforce diversity; means that a particular employment decision results in negative consequences more often for members of one race, sex, or national origin than for members of another race, sex, or national origin; done unconsciously

Answer 6

ADVERSE IMPACT

Question 7

• when the selection ratio for one group (e.g.,
  women) is less than 80% (four fifths) of the selection ratio for another group (e.g., men), adverse impact is said to exist

Answer 7

FOUR-FIFTHS RULE

Question 8

• the tendency to give members of a particular race lower evaluation ratings than are justified by their actual performance or to give members of one race lower ratings than members of another race

Answer 8

RACIAL BIAS

Question 9

• A 1978 federal law protecting the rights of pregnant women.

Answer 9

PREGNANCY DISCRIMINATION ACT

Question 10

• Requires federal contractors to maintain a drug-free workplace

Answer 10

DRUG-FREE WORKPLACE ACT

Question 11

• method which allows for setting grievances and one that identifies various levels of management above the immediate supervisor for employee contact

Answer 11

OPEN-DOOR POLICY

Question 12

• reporting an employer’s illegal practices to
  government agencies

Answer 12

WHISTLE-BLOWING

Question 13

• a system for reviewing employee complaints that utilizes a group composed of equal numbers of employees and management appointees

Answer 13

PEER-REVIEW SYSTEM

Question 14

• A federal law that, with its amendments, forbids discrimination against an individual who is over the age of 40.

Answer 14

AGE DISCRIMINATION IN EMPLOYMENT
ACT (ADEA)

Question 15

• Federal act passed in 1973 that prohibits federal government contractors or subcontractors from discriminating against the physically or mentally handicapped

Answer 15

VOCATIONAL REHABILITATION ACT

Question 16

• A branch of the Department of Labor charged with investigating and prosecuting complaints of employment discrimination.

Answer 16

EQUAL EMPLOYMENT OPPORTUNITY
COMMISSION (EEOC)

Question 17

• A 1974 federal law that mandates that federal
  government contractors and subcontractors take affirmative action to employ and promote Vietnam- era veterans.

Answer 17

VIETNAM-ERA VETERANS
READJUSTMENT ACT

Question 18

• to make it financially worthwhile for an employee to retire earlier than planned

Answer 18

SEVERANCE PAY

Question 19

• Compared to adverse impact, it is done voluntarily
• Protected class members receive unequal treatment
  or evaluated by different standards

Answer 19

DISPARATE TREATMENT

Question 20

• Any group of people for whom protective
  legislation has been passed

Answer 20

PROTECTED CLASS

Question 21

• Initiated before disciplinary action is done
• Interview concentrates on how the offense violated performance standards
• Employee is given full chance to explain his or her side. Employee should be reminded of the
  organization’s rules and should be aware that he or she has not followed them

Answer 21

INVESTIGATIVE INTERVIEW

Question 22

• A person who investigates employees’ complaints and solves problems

Answer 22

OMBUDSPERSON

Question 23

TYPES OF HARASSMENT

Answer 23

• QUID PRO QUO
• HOSTILE ENVIRONMENT
• AFFIRMATIVE ACTION

Question 24

LEGAL REASONS FOR TERMINATING
EMPLOYEES

Answer 24

• PROBATIONARY PERIOD
• VIOLATION OF COMPANY RULES
• INABILITY TO PERFORM
• REDUCTION IN FORCE / LAYOFF
• RETRENCHMENT

Question 25

• the granting of sexual favors is tied to such
  employment decisions as promotions and salary increases

Answer 25

QUID PRO QUO

Question 26

• sexual harassment occurs when an unwanted
  pattern of conduct related to gender unreasonably interferes with an individual’s work performance

Answer 26

HOSTILE ENVIRONMENT

Question 27

• In many jobs, employees are given a probationary period in which to prove that they can perform well.

Answer 27

PROBATIONARY PERIOD

Question 28

1. Organizations often have “unwritten “ rules
   governing employee behavior. These unwritten
   rules, however, will not hold up in court
2. If a rule exists, a company must prove that the employee knew the rule. To prove that an employee knew a rule, organizations require employees to sign statements that they received information about the rule, read the rule, and understand the rule.
3. Proof is accomplished through such means as witnesses, video recordings, and job samples.
4. The extent to which the rule has been equally enforced. That Is, if other employees violated the rule but were not terminated, terminating an employee for a particular rule violation may not be legal.
5. The extent to which the punishment fits the crime

Answer 28

VIOLATION OF COMPANY RULES

Question 29

• applying corrective measures by increasing degree
• The longer an employee has been with an
  organization, the greater the number of steps that must be taken to correct her behavior

Answer 29

• PROGRESSIVE DISCIPLINE

Question 30

requires a cooperative environment between
employee and supervisor

Answer 30

POSITIVE OR EMPATHIC OR NON-
PUNITIVE DISCIPLINE

Question 31

• are based on a job analysis
• have concrete, relevant standards that have been communicated to
• employees involve multiple behavioral measures of performance
• include several raters, each of whom has received training
• are standardized and formal
• provide the opportunity for an employee to appeal

Answer 31

INABILITY TO PERFORM

Question 32

• Employees can be terminated if it is in the best economic interests of an organization to do so.

Answer 32

REDUCTION IN FORCE / LAYOFF

Question 33

• Forced lay-off of employees by a firm, usually to cut down its payroll.
• Worker Adjustment and Retraining
  Notification Act (WARN)

Answer 33

RETRENCHMENT