HRM 3

Question 1

Identifying, assessing, and resolving risks before they become serious threats to the organization.

Answer 1

Risk Management

Question 2

Consists of identifying, analyzing, and prioritizing risks.

Answer 2

Risk Assessment

Question 3

Risk management planning, monitoring, and resolving risks.

Answer 3

Risk Control

Question 4

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

Answer 4

Unfair Discrimination

Question 5

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

Answer 5

Fair Discrimination

Question 6

Practices that violate federal, state, or local employment law.

Answer 6

Unlawful Employment Practices

Question 7

When employment practices are designed and used in a manner that treats employees and applicants consistently regardless of their protected characteristics, such as their sex and race.

Answer 7

Equal Employment Opportunity

Question 8

When everyone feels respected and listened to, and everyone contributes to their fullest potential.

Answer 8

Inclusion

Question 9

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

Answer 9

Common Law

Question 10

A civil wrong in which an employer violates a duty owed to its customers or employees.

Answer 10

Workplace Tort

Question 11

Law that prohibits retaliation against employees seeking to unionize and authorizes collective bargaining.

Answer 11

National Labor Relations Act (1935)

Question 12

Law that establishes a national minimum wage, overtime rules, and youth employment standards.

Answer 12

Fair Labor Standards Act (1938)

Question 13

Law that prohibits wage discrimination on the basis of sex.

Answer 13

Equal Pay Act (1963)

Question 14

Law that prohibits employment discrimination based on race, color, religion, sex, or national origin.

Answer 14

Title VII of the Civil Rights Act (1964)

Question 15

Law that prohibits discrimination against people 40 years of age and older.

Answer 15

Age Discrimination in Employment Act (1967)

Question 16

Law that prohibits discrimination against qualified individuals with a disability.

Answer 16

Rehabilitation Act (1973)

Question 17

Law that prohibits discrimination against, and requires, affirmative action for veterans, including disabled veterans.

Answer 17

Vietnam Era Veterans Readjustment Assistance Act (1974)

Question 18

Law that prohibits discrimination for all employment-related purposes on the basis of pregnancy, childbirth, or related medical conditions.

Answer 18

Pregnancy Discrimination Act (1978)

Question 19

Law that requires employers with group health plans and 20 or more employees in the prior year to offer continued health and dental insurance coverage to terminated employees for limited periods of time.

Answer 19

Consolidated Omnibus Budget Reconciliation Act (COBRA) (1986)

Question 20

Law that requires employers with at least four employees to verify employment eligibility of everyone hired.

Answer 20

Immigration Reform and Control Act (1986)

Question 21

Law that requires employers with at least 100 employees to give at least 60 days notice to workers of plant closings or mass lay-offs of 50 or more people.

Answer 21

Worker Adjustment and Retraining Notification Act (WARN) (1988)

Question 22

Law that prohibits discrimination of a qualified individual with or perceived as having a disability; focuses on fair treatment and reasonable accommodation.

Answer 22

Americans with Disabilities Act (1990)

Question 23

Law that requires leave and job-return for personal or family medical reasons and for the care of a newborn or newly adopted children.

Answer 23

Family and Medical Leave Act (1993)

Question 24

Law that ensures that members of the uniformed services are entitled to return to their civilian employment after their service.

Answer 24

Uniformed Services Employment and Re-employment Rights Act (1994)

Question 25

Law that prohibits employers from discrimination against individuals based on the results of genetic testing when making hiring, firing, job placement, and promotion decisions.

Answer 25

Genetic Information Non-Discrimination Act (2008)

Question 26

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

Answer 26

Bona Fide Occupational Qualification

Question 27

Requires an employer to take reasonable steps to accommodate a disability unless it would cause undue hardship.

Answer 27

Reasonable Accommodation

Question 28

Proactive efforts to eliminate discrimination and its past effects.

Answer 28

Affirmative Action

Question 29

Groups of people underrepresented in employment.

Answer 29

Protected Classes

Question 30

Describes, in detail, the actions to be taken, procedures to be followed, and standards to be met when establishing plan for affirmative action.

Answer 30

Affirmative Action Plan

Question 31

Employment preference given to a member of a protected group.

Answer 31

Preferential Treatment

Question 32

An individual or business that provides services to another individual or business that controls or directs only the result of the work.

Answer 32

Independent Contractor

Question 33

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

Answer 33

Sexual Harassment

Question 34

Unwanted verbal or physical conduct of a sexual nature made as a term for employment or as a basis for employment or advancement decisions.

Answer 34

Quid Pro Quo Harassment

Question 35

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

Answer 35

Hostile Environment Harassment

Question 36

Intentional discrimination based on a person’s protected characteristics.

Answer 36

Disparate Treatment

Question 37

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

Answer 37

Adverse Impact

Question 38

Comparing an applicant’s scores only to members of his or her own racial subgroup and setting separate passing or cut-off scores for each subgroup.

Answer 38

Race Norming

Question 39

Misrepresenting a job or organization to a potential recruit.

Answer 39

Fraudulent Recruitment

Question 40

When an organizational fails to exercise reasonable care in hiring employees who have caused harm.

Answer 40

Negligent Hiring

Question 41

Believing that everyone in a particular group shares certain characteristics or abilities or will behave in the same manner.

Answer 41

Stereotype