Chapter 3

Question 1

Equal Employment Opportunity

Answer 1

A firm’s employment practices must be designed and used in a manner that treats employees and applicants consistently regardless of their protected characteristics, such as sex and race

Question 2

Affirmative Action Plan

Answer 2

Describes in detail the actions to be taken, procedures to be followed, and standards to be met when establishing an affirmative action program

Question 3

Risk Management

Answer 3

Identifying, assessing, and resolving risks before they become serious threats

Question 4

Common Law

Answer 4

The body of case-by-case court decisions that determines what is legal and what remedies are appropriate

Question 5

Unfair Discrimination

Answer 5

When employment decisions and actions are not job-related, objective, or merit-based

Question 6

Quid Pro Quo Harassment

Answer 6

Unwanted verbal or physical conduct of a sexual nature made as a term or condition of employment or as a basis for employment and/or advancement

Question 7

Unlawful Employment Practices

Answer 7

Violate a federal, state, or local employment law

Question 8

Protected Classes

Answer 8

Groups underrepresented in employment

Question 9

Disparate Treatment

Answer 9

Intentional discrimination based on a person’s protected characteristic

Question 10

National Labor Relations Act of 1935

Answer 10

Prohibits retaliation against employees seeking to unionize

Question 11

Fair Discrimination

Answer 11

When only objective, merit-based, and job-related characteristics are used to determine employment related decisions

Question 12

Bona Fide Occupational Qualification (BFOQ)

Answer 12

A characteristic that is essential to the successful performance of a relevant job function

Question 13

Pregnancy Discrimination Act of 1978

Answer 13

Prohibits discrimination for all employment-related purposes on the basis of pregnancy, childbirth, or related medical conditions

Question 14

Worker Adjustment and Retraining Notification Act (WARN) of 1988

Answer 14

Employers with at least 100 employees must give at least 60 days notice to workers of plant closings or mass layoffs of 50 or more people (excluding part-time workers)

Question 15

Preception of Possible Personal Loss

Answer 15

A human bias that creates a barrier to equal employment opportunity through beliefs that one will “miss out” on future employment opportunities by hiring more diverse people

Question 16

Affirmative Action

Answer 16

Proactive efforts to eliminate discrimination and its past effects

Question 17

Inclusion

Answer 17

Everyone feels respected and listened to, everyone contributes to their fullest potential

Question 18

Title VII of the Civil Rights Act of 1964

Answer 18

Prohibits employment discrimination based on race, color, religion, sex, or national origin

Question 19

Age Discrimination in Employment Act (ADEA) of 1967

Answer 19

Protects people 40 years of age or older

Question 20

Reasonable Accommodation

Answer 20

An employer is required to take reasonable steps to accommodate a disability unless it would cause the employer undue hardship

Question 21

Stereotype

Answer 21

A human bias that creates a barrier to equal employment opportunity through the belief that everyone in a particular group shares certain characteristics or abilities or will behave in the same way

Question 22

Hostile Environment Harassment

Answer 22

Unwanted verbal or physical conduct of a sexual nature creates a hostile, intimidating, or otherwise offensive working environment

Question 23

Family and Medical Leave Act of 1993

Answer 23

Requires leave and job-return for personal or family medical reasons and for the care of newborn or newly adopted children

Question 24

Fair Labor Standards Act (FSLA) of 1938

Answer 24

Establishes both a national minimum wage and overtime rules

Question 25

Immigration Reform and Control Act of 1986

Answer 25

Employers with at least 4 employees must verify the employment eligibility of everyone hired; only U.S. citizens, nationals of the US, and aliens authorized to work in the US are eligible for employment

Question 26

Preferential Treatment

Answer 26

Employment preference given to a member of a protected group

Question 27

Adverse Impact

Answer 27

An employment practice has a disproportionate effect on a protected group, regardless of its intent

Question 28

The Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994

Answer 28

Ensures that members of the uniformed services are entitled to return to their civilian employment after their service

Question 29

Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA) (Amended in 2002 by the Jobs for Veterans Act)

Answer 29

Prohibits discrimination against and requires affirmative action for disabled veterans as well as other categories of veterans

Question 30

Diversity

Answer 30

The composition of employees with varying characteristics including, but not limited to, religious and political beliefs, gender, ethnicity, education, socioeconomic background, sexual orientation, and geographic location

Question 31

Rehabilitation Act of 1973

Answer 31

Prohibits the discrimination against employees with disabilities

Question 32

Prejudice

Answer 32

A human bias that creates a barrier to equal employment opportunity through beliefs or practices of outright bigotry

Question 33

Genetic Information Nondiscrimination Act of 2008

Answer 33

Prohibits employers from discriminating against individuals based on the results of genetic testing when making hiring, firing, job placement, or promotion decisions

Question 34

Ignorance

Answer 34

A human bias that creates a barrier to equal employment opportunity through one being unaware of all requirements of employment law

Question 35

Department of Labor

Answer 35

A cabinet-level department of the U.S. federal government responsible for occupational safety, wage, and hour standards, unemployment insurance benefits, reemployment services, and some economic statistics

Question 36

Americans with Disabilities Act of 1990

Answer 36

Prohibits discrimination of a qualified individual with or perceived as having a disability; focus on fair treatment and reasonable accommodation

Question 37

Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1986

Answer 37

Employers with group health plans and 20 or more employees in the prior year must offer continued health and dental insurance coverage to terminated employees for limited periods of time

Question 38

Equal Employment Opportunity Commission (EEOC)

Answer 38

A designated federal entity with the authority to investigate charges of discrimination against employers who are covered by the law; Title VII of the Civil Rights Act of 1964. Its original responsibility was to receive and investigate charges of unlawful employment practices and, for those charges found to be of “reasonable cause,” to try to resolve disputes

Question 39

Equal Pay Act of 1963

Answer 39

Prohibits wage discrimination on the basis of sex

Question 40

Affirmative Action Plan

Answer 40

Describes in detail the actions to be take, procedures to be followed, and standards to be met when establishing an affirmative action program

Question 41

Negligent Hiring

Answer 41

A company that is considered responsible for the damaging actions of its employees if it failed to exercise reasonable care in hiring the employee who caused the harm

Question 42

Sexual Harassment

Answer 42

Unwelcome sexual advances, requests for favors, and other verbal or physical conduct of a sexual nature

Question 43

The Office of Federal Contract Compliance Programs (OFCCP)

Answer 43

An arm of the U.S. Department of Labor; administers an enforces the three equal employment opportunity programs that apply to federal contractors and subcontractors