CHAPTER 3 Flashcards
1
Q
- employees take their complaints to an internal
committee that makes a decision regarding the
complaints
A
GRIEVANCE SYSTEM
2
Q
- a judicial interpretation of a law and is important because it establishes a precedent for future cases
A
CASE LAW
3
Q
- 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)
A
FOURTH AMENDMENT
4
Q
- The amendment to the U.S. Constitution that
mandates that the federal government may not deny a person equal protection under the law.
A
FIFTH AMENDMENT
5
Q
- The amendment to the U.S. Constitution that
mandates that no state may deny a person equal protection under the law.
A
FOURTEENTH AMENDMENT
6
Q
- 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
A
ADVERSE IMPACT
7
Q
- 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
A
FOUR-FIFTHS RULE
8
Q
- 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
A
RACIAL BIAS
9
Q
- A 1978 federal law protecting the rights of pregnant women.
A
PREGNANCY DISCRIMINATION ACT
10
Q
- Requires federal contractors to maintain a drug-free workplace
A
DRUG-FREE WORKPLACE ACT
11
Q
- method which allows for setting grievances and one that identifies various levels of management above the immediate supervisor for employee contact
A
OPEN-DOOR POLICY
12
Q
- reporting an employer’s illegal practices to
government agencies
A
WHISTLE-BLOWING
13
Q
- a system for reviewing employee complaints that utilizes a group composed of equal numbers of employees and management appointees
A
PEER-REVIEW SYSTEM
14
Q
- A federal law that, with its amendments, forbids discrimination against an individual who is over the age of 40.
A
AGE DISCRIMINATION IN EMPLOYMENT
ACT (ADEA)
15
Q
- Federal act passed in 1973 that prohibits federal government contractors or subcontractors from discriminating against the physically or mentally handicapped
A
VOCATIONAL REHABILITATION ACT
16
Q
- A branch of the Department of Labor charged with investigating and prosecuting complaints of employment discrimination.
A
EQUAL EMPLOYMENT OPPORTUNITY
COMMISSION (EEOC)
17
Q
- A 1974 federal law that mandates that federal
government contractors and subcontractors take affirmative action to employ and promote Vietnam- era veterans.
A
VIETNAM-ERA VETERANS
READJUSTMENT ACT
18
Q
- to make it financially worthwhile for an employee to retire earlier than planned
A
SEVERANCE PAY
19
Q
- Compared to adverse impact, it is done voluntarily
- Protected class members receive unequal treatment
or evaluated by different standards
A
DISPARATE TREATMENT
20
Q
- Any group of people for whom protective
legislation has been passed
A
PROTECTED CLASS
21
Q
- 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
A
INVESTIGATIVE INTERVIEW
22
Q
- A person who investigates employees’ complaints and solves problems
A
OMBUDSPERSON
23
Q
TYPES OF HARASSMENT
A
- QUID PRO QUO
- HOSTILE ENVIRONMENT
- AFFIRMATIVE ACTION
24
Q
LEGAL REASONS FOR TERMINATING
EMPLOYEES
A
- PROBATIONARY PERIOD
- VIOLATION OF COMPANY RULES
- INABILITY TO PERFORM
- REDUCTION IN FORCE / LAYOFF
- RETRENCHMENT
25
Q
- the granting of sexual favors is tied to such
employment decisions as promotions and salary increases
A
QUID PRO QUO
26
Q
- sexual harassment occurs when an unwanted
pattern of conduct related to gender unreasonably interferes with an individual’s work performance
A
HOSTILE ENVIRONMENT
27
Q
- In many jobs, employees are given a probationary period in which to prove that they can perform well.
A
PROBATIONARY PERIOD
28
Q
- Organizations often have “unwritten “ rules
governing employee behavior. These unwritten
rules, however, will not hold up in court - 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.
- Proof is accomplished through such means as witnesses, video recordings, and job samples.
- 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.
- The extent to which the punishment fits the crime
A
VIOLATION OF COMPANY RULES
29
Q
- 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
A
- PROGRESSIVE DISCIPLINE
30
Q
requires a cooperative environment between
employee and supervisor
A
POSITIVE OR EMPATHIC OR NON-
PUNITIVE DISCIPLINE
31
Q
- 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
A
INABILITY TO PERFORM
32
Q
- Employees can be terminated if it is in the best economic interests of an organization to do so.
A
REDUCTION IN FORCE / LAYOFF
33
Q
- Forced lay-off of employees by a firm, usually to cut down its payroll.
- Worker Adjustment and Retraining
Notification Act (WARN)
A
RETRENCHMENT
