HRM 481 Exam #1 Pt. 2 Flashcards
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)
Employment at Will
The proactive effort to eliminate discrimination and its effects, and to ensure nondiscriminatory results in employment practices in the future.
(Legal Terms)
Affirmative Action
Result of an employer punishing an employee for engaging in activities protected by the law, filing a discrimination charge (NLRA protection)
(Legal Terms)
Retaliatory Discharge
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)
Implied Employee Contract
Enforces Title VII and gives advice to employees concerning employment law.
(Legal Terms)
EEOC
Regulates overtime, defines independent contractors and defines what is exempt and nonexempt.
(Legal)
Fair Labor Standards Act (FLSA)
Prohibits discrimination against anyone with a disability that is qualified for the job.
(Legal)
American Disabilities Act (ADA)
Prohibits discrimination on the basis of race, color, religion, sex or national origin and sexual orientation.
(Legal)
Title VII
Cannot discriminate against pregnancy considered a temporary disability is what act?
(Legal)
Pregnancy Discrimination Act
Signed by the president and covers protected groups in hiring and compensation practices.
(Legal)
Executive Orders
Summarizes the most important features of a job.
(Recruiting)
Job Description
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)
Essential Functions
According to the Talent Acquisition Report, the #1 source of recruiting.
(Recruiting)
Employee Referral
Legally representing workers, organizing employees and negotiating the terms and conditions of union members’ employment.
(Recruiting)
Labor Union
Computerized talent or skill inventories that can furnish a list of qualified people.
(Recruiting)
Skill Bank
1971 court case that recognized adverse impact discrimination.
(Court Cases)
Griggs v. Duke Power
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)
Ledbetter v. GoodYear Tires
The intentional application or administration of employment practices, including recruitment, in a discriminatory manner.
(Court Cases)
Disparate Treatment
When an action has a disproportionate effect on a protected group, regardless of intent or actual disparate treatment.
(Court Cases)
Disparate Impact
The only defense for disparate impact is when the disparate impact is justified by business necessity or job relatedness which is called ____.
(Court Cases)
Bona Fide Occupational Qualification (BFOQ)
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)
Job Specification
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)
Negligent Hiring
This website makes occupational information interactive and accessible to all.
(Job Analysis)
O*Net
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)
4/5 Rule (80% Rule)
