HRM 481 Exam #1 Pt. 2

Question 1

Either party can terminate the employment relationship at any time, for any legal reason, with no liability as long as there is no contract for a definite term of employment.

(Legal Terms)

Answer 1

Employment at Will

Question 2

The proactive effort to eliminate discrimination and its effects, and to ensure nondiscriminatory results in employment practices in the future.

(Legal Terms)

Answer 2

Affirmative Action

Question 3

Result of an employer punishing an employee for engaging in activities protected by the law, filing a discrimination charge (NLRA protection)

(Legal Terms)

Answer 3

Retaliatory Discharge

Question 4

When an employer’s personnel policies or handbooks indicate that an employee will not be fired except for good cause for specify a procedural process for firing.

(Legal Terms)

Answer 4

Implied Employee Contract

Question 5

Enforces Title VII and gives advice to employees concerning employment law.

(Legal Terms)

Answer 5

EEOC

Question 6

Regulates overtime, defines independent contractors and defines what is exempt and nonexempt.

(Legal)

Answer 6

Fair Labor Standards Act (FLSA)

Question 7

Prohibits discrimination against anyone with a disability that is qualified for the job.

(Legal)

Answer 7

American Disabilities Act (ADA)

Question 8

Prohibits discrimination on the basis of race, color, religion, sex or national origin and sexual orientation.

(Legal)

Answer 8

Title VII

Question 9

Cannot discriminate against pregnancy considered a temporary disability is what act?

(Legal)

Answer 9

Pregnancy Discrimination Act

Question 10

Signed by the president and covers protected groups in hiring and compensation practices.

(Legal)

Answer 10

Executive Orders

Question 11

Summarizes the most important features of a job.

(Recruiting)

Answer 11

Job Description

Question 12

Primary duties to be able to qualify and perform the job. Reasonable accommodation is a modification that does not impose an undue hardship on the company but can perform the ____ ____.

(Recruiting)

Answer 12

Essential Functions

Question 13

According to the Talent Acquisition Report, the #1 source of recruiting.

(Recruiting)

Answer 13

Employee Referral

Question 14

Legally representing workers, organizing employees and negotiating the terms and conditions of union members’ employment.

(Recruiting)

Answer 14

Labor Union

Question 15

Computerized talent or skill inventories that can furnish a list of qualified people.

(Recruiting)

Answer 15

Skill Bank

Question 16

1971 court case that recognized adverse impact discrimination.

(Court Cases)

Answer 16

Griggs v. Duke Power

Question 17

Act and court case that creates a rolling time frame for filing wage discrimination claims and expands plaintiff field beyond employee who was discriminated against.

(Court Cases)

Answer 17

Ledbetter v. GoodYear Tires

Question 18

The intentional application or administration of employment practices, including recruitment, in a discriminatory manner.

(Court Cases)

Answer 18

Disparate Treatment

Question 19

When an action has a disproportionate effect on a protected group, regardless of intent or actual disparate treatment.

(Court Cases)

Answer 19

Disparate Impact

Question 20

The only defense for disparate impact is when the disparate impact is justified by business necessity or job relatedness which is called ____.

(Court Cases)

Answer 20

Bona Fide Occupational Qualification (BFOQ)

Question 21

Spells out the necessary qualifications to be able to perform the job and be legally defended, such as years experience and degree held.

(Job Analysis)

Answer 21

Job Specification

Question 22

Based on the common law concept that an employer has a general obligation not to hire an applicant that they knew or should have known poses a risk of harm to third parties.

(Job Analysis)

Answer 22

Negligent Hiring

Question 23

This website makes occupational information interactive and accessible to all.

(Job Analysis)

Answer 23

O*Net

Question 24

A selection rate of any race, sex, or ethnic group with the highest rate will generally be regarded as evidence of adverse impact is ____.

(Job Analysis)

Answer 24

4/5 Rule (80% Rule)

Question 25

Job descriptions are required to specify elements of the job that endanger health or are considered unsatisfactory or dangerous to the employee. This agency regulates safety.

(Job Analysis)

Answer 25

OSHA