HRM 3 Flashcards
Identifying, assessing, and resolving risks before they become serious threats to the organization.
Risk Management
Consists of identifying, analyzing, and prioritizing risks.
Risk Assessment
Risk management planning, monitoring, and resolving risks.
Risk Control
When employment decisions and actions are not job-related, objective, or merit-based.
Unfair Discrimination
When only objective, merit-based, and job related characteristics are used to determine employment-related decisions.
Fair Discrimination
Practices that violate federal, state, or local employment law.
Unlawful Employment Practices
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.
Equal Employment Opportunity
When everyone feels respected and listened to, and everyone contributes to their fullest potential.
Inclusion
The body of case-by-case court decisions that determines what is legal and what remedies are appropriate.
Common Law
A civil wrong in which an employer violates a duty owed to its customers or employees.
Workplace Tort
Law that prohibits retaliation against employees seeking to unionize and authorizes collective bargaining.
National Labor Relations Act (1935)
Law that establishes a national minimum wage, overtime rules, and youth employment standards.
Fair Labor Standards Act (1938)
Law that prohibits wage discrimination on the basis of sex.
Equal Pay Act (1963)
Law that prohibits employment discrimination based on race, color, religion, sex, or national origin.
Title VII of the Civil Rights Act (1964)
Law that prohibits discrimination against people 40 years of age and older.
Age Discrimination in Employment Act (1967)
Law that prohibits discrimination against qualified individuals with a disability.
Rehabilitation Act (1973)
Law that prohibits discrimination against, and requires, affirmative action for veterans, including disabled veterans.
Vietnam Era Veterans Readjustment Assistance Act (1974)
Law that prohibits discrimination for all employment-related purposes on the basis of pregnancy, childbirth, or related medical conditions.
Pregnancy Discrimination Act (1978)
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.
Consolidated Omnibus Budget Reconciliation Act (COBRA) (1986)
Law that requires employers with at least four employees to verify employment eligibility of everyone hired.
Immigration Reform and Control Act (1986)
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.
Worker Adjustment and Retraining Notification Act (WARN) (1988)
Law that prohibits discrimination of a qualified individual with or perceived as having a disability; focuses on fair treatment and reasonable accommodation.
Americans with Disabilities Act (1990)
Law that requires leave and job-return for personal or family medical reasons and for the care of a newborn or newly adopted children.
Family and Medical Leave Act (1993)
Law that ensures that members of the uniformed services are entitled to return to their civilian employment after their service.
Uniformed Services Employment and Re-employment Rights Act (1994)
Law that prohibits employers from discrimination against individuals based on the results of genetic testing when making hiring, firing, job placement, and promotion decisions.
Genetic Information Non-Discrimination Act (2008)
A characteristic that is essential to the successful performance of a relevant job function.
Bona Fide Occupational Qualification
Requires an employer to take reasonable steps to accommodate a disability unless it would cause undue hardship.
Reasonable Accommodation
Proactive efforts to eliminate discrimination and its past effects.
Affirmative Action
Groups of people underrepresented in employment.
Protected Classes
Describes, in detail, the actions to be taken, procedures to be followed, and standards to be met when establishing plan for affirmative action.
Affirmative Action Plan
Employment preference given to a member of a protected group.
Preferential Treatment
An individual or business that provides services to another individual or business that controls or directs only the result of the work.
Independent Contractor
Unwelcome sexual advances, requests for favors, and other verbal or physical contact of a sexual nature.
Sexual Harassment
Unwanted verbal or physical conduct of a sexual nature made as a term for employment or as a basis for employment or advancement decisions.
Quid Pro Quo Harassment
Unwanted verbal or physical conduct of a sexual nature that creates a hostile, intimidating, or otherwise offensive working environment.
Hostile Environment Harassment
Intentional discrimination based on a person’s protected characteristics.
Disparate Treatment
An employment practice that has a disproportionate effect on a protected group, regardless of its intent.
Adverse Impact
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.
Race Norming
Misrepresenting a job or organization to a potential recruit.
Fraudulent Recruitment
When an organizational fails to exercise reasonable care in hiring employees who have caused harm.
Negligent Hiring
Believing that everyone in a particular group shares certain characteristics or abilities or will behave in the same manner.
Stereotype
