SHRM Workplace

Question 1

ADA Amendments Act (ADAAA)

Answer 1

Amendments to U.S. Americans with Disabilities Act covering the definition of individuals regarded as having a disability, mitigating measures, and other rules to guide the analysis of what constitutes a disability.

Question 2

Adverse impact

Answer 2

Type of discrimination that results when a policy that appears to be neutral has a discriminatory effect; also known as disparate impact

Question 3

Age Discrimination in Employment Act (ADEA)

Answer 3

U.S. act that prohibits discrimination in the workplace on the basis of age.

Question 4

Amendment

Answer 4

Modification of the U.S. Constitution or a U.S.

law.

Question 5

Americans with Disabilities

Act (ADA)

Answer 5

U.S. act that prohibits discrimination against a
qualified individual with a disability because of
his/her disability.

Question 6

Annualized loss expectancy

ALE

Answer 6

Expected monetary loss for an asset due to a
risk over a one-year period; calculated by
multiplying single loss expectancy by
annualized rate of occurrence.

Question 7

Assignees

Answer 7

Employees who work outside their home

countries.

Question 8

Bill

Answer 8

A proposal presented to a legislative body for

possible enactment as a statute

Question 9

Bona fide occupational

qualification (BFOQ)

Answer 9

Factor (such as religion, gender, national origin,
etc.) that is reasonably necessary, in the normal
operations of an organization, to carry out a
particular job function.

Question 10

Burlington Industries, Inc.

v. Ellerth

Answer 10

U.S. court ruling that distinguished between
supervisor harassment that results in tangible
employment action and supervisor harassment
that does not.

Question 11

Civil Rights Act of 1964

Answer 11

First comprehensive U.S. law making it unlawful
to discriminate on the basis of race, color,
religion, sex, or national origin.

Question 12

Civil Rights Act of 1991

Answer 12

U.S. act that expands the possible damage
awards available to victims of intentional
discrimination to include compensatory and
punitive damages; gives plaintiffs in cases of
alleged discrimination the right to a jury trial.

Question 13

Comparable worth

Answer 13

Concept that jobs filled primarily by women that
require skills, effort, responsibility, and working
conditions comparable to similar jobs filled
primarily by men should have the same
classifications and salaries.

Question 14

Compliance

Answer 14

State of being in accordance with all national,
federal, regional, and/or local laws, regulations,
and/or other government authority requirements
applicable to the places in which an
organization operates.

Question 15

Conflict of interest

Answer 15

Situation in which a person or organization may
benefit from undue influence due to involvement
in outside activities, relationships, or
investments that conflict with or have an impact
on the employment relationship or its outcomes.

Question 16

Consolidated Omnibus
Budget Reconciliation Act
(COBRA)

Answer 16

U.S. act that provides individuals and
dependents who may lose health-care coverage
with opportunity to pay to continue coverage

Question 17

Contingency plan

Answer 17

Protocol that an organization implements when

an identified risk event occurs.

Question 18

Corporate social

responsibility (CSR)

Answer 18

Varying ways an organization can create value,
looking beyond traditional profit measures of
revenue and expenses; includes such areas as
philanthropy, volunteerism, corporate-sponsored
community programs, social change, sustainability,
corporate governance, employee rights, and
workplace safety

Question 19

Covering

Answer 19

Defensive behavior that occurs when an
organization recruits a diverse workforce but,
consciously or otherwise, promotes assimilation
rather than inclusion.

Question 20

Disability

Answer 20

Physical or mental impairment that substantially

limits one’s major life activities.

Question 21

Disparate impact

Answer 21

Type of discrimination that results when a policy
that appears to be neutral has a discriminatory
effect; also known as adverse impact.

Question 22

Disparate treatment

Answer 22

Type of discrimination that occurs when an
applicant or employee is treated differently
because of his or her membership in a
protected class.

Question 23

Diversity

Answer 23

Differences in people’s characteristics (such as
socioeconomic status, beliefs, personality,
thought processes, work style, race, age,
ethnicity, gender, religion, education, job
function, etc.).

Question 24

Diversity council

Answer 24

Task force created to define a diversity and
inclusion initiative and guide the development
and implementation process.

Question 25

Drug-Free Workplace Act

Answer 25

U.S. law that requires federal contractors with contracts of $100,000 or more as well as recipients of grants from federal government to certify that they are maintaining a drug-free workplace.

Question 26

Duty of care

Answer 26

Principle that organizations should take all steps that are reasonably possible to ensure the health, safety, and well-being of employees and protect them from foreseeable injury.

Question 27

``` Employee Polygraph Protection Act (EPPA) ```

Answer 27

U.S. act that prevents private employers from requiring applicants or employees to take a polygraph test for preemployment screening or during the course of employment, with certain exemptions.

Question 28

Employee resource group | ERG

Answer 28

Voluntary group for employees who share a particular diversity dimension (race, religion, ethnicity, sexual orientation, etc.); also known as affinity group or network group.

Question 29

Employee Retirement Income Security Act (ERISA)

Answer 29

U.S. act that established uniform minimum standards to ensure that employee benefit and pension plans are set up and maintained in a fair and financially sound manner.

Question 30

Employees

Answer 30

Individuals who exchange work for wages or salary; in the U.S., workers who are covered by Fair Labor Standards Act regulations as determined by the IRS.

Question 31

``` Employment practices liability insurance (EPLI) ```

Answer 31

Type of liability insurance covering an organization against claims by employees, former employees, and employment candidates alleging that their legal rights in the employment relationship have been violated.

Question 32

Equal Employment | Opportunity Act

Answer 32

U.S act that amended Title VII and gave the Equal Employment Opportunity Commission authority to "back up" its administrative findings and conduct its own enforcement litigation.

Question 33

Equal Pay Act (EPA)

Answer 33

U.S. act that prohibits wage discrimination by requiring equal pay for equal or “substantially equal” work performed by men and women.

Question 34

Essential functions

Answer 34

Primary job duties that a qualified individual must be able to perform, either with or without reasonable accommodation.

Question 35

Ethics

Answer 35

Set of behavioral guidelines that an organization expects all of its directors, managers, and employees to follow to ensure appropriate moral and ethical business standards.

Question 36

Exempt employees

Answer 36

Employees who are excluded from U.S. Fair Labor Standards Act minimum wage and overtime pay requirements.

Question 37

Fair and Accurate Credit Transactions Act (FACT Act)

Answer 37

U.S act that frees employers who use third parties to conduct workplace investigations from the consent and disclosure requirements of the Fair Credit Reporting Act in certain cases.

Question 38

Fair Credit Reporting Act | FCRA

Answer 38

U.S act that protects privacy of background information and ensures that information supplied is accurate.

Question 39

Fair Labor Standards Act | FLSA

Answer 39

U.S act that establishes minimum wage, overtime pay, youth employment, and recordkeeping standards affecting full- and part-time workers in the private sector and in federal, state, and local governments.

Question 40

Family and Medical Leave | Act (FMLA)

Answer 40

U.S act that provides employees with up to 12 weeks of unpaid leave to care for family members or because of a serious health condition of the employee.

Question 41

Faragher v. City of Boca | Raton

Answer 41

U.S. court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not.

Question 42

Gender identity

Answer 42

Refers to one's internal, personal sense of being a man or a woman (or boy or girl), which may or may not be the same as one's sexual assignment at birth.

Question 43

General Duty Clause

Answer 43

Statement in U.S. Occupational Safety and Health Act that requires employers subject to OSHA to provide employees with a safe and healthy work environment.

Question 44

Genetic Information Nondiscrimination Act (GINA)

Answer 44

U.S act that prohibits discrimination against individuals on the basis of their genetic information in both employment and health insurance.

Question 45

Global integration (GI)

Answer 45

Globalization strategy that emphasizes consistency of approach, standardization of processes, and a common corporate culture across global operations.

Question 46

Globalization

Answer 46

Status of growing interconnectedness and interdependency among countries, people, markets, and organizations worldwide.

Question 47

Glocalization

Answer 47

Characteristic of an organization with a strong | global image but an equally strong local identity.

Question 48

Governance

Answer 48

System of rules and processes set up by an organization to ensure its compliance with local and international laws, accounting rules, ethical norms, internal codes of conduct, and other standards.

Question 49

Griggs v. Duke Power

Answer 49

U.S. case that set the standard for determining whether discrimination based on disparate impact exists.

Question 50

Hazard

Answer 50

Potential for harm, often associated with a condition or activity that, if left uncontrolled, can result in injury or illness.

Question 51

Hostile environment | harassment

Answer 51

Occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual's performance; creates an intimidating, threatening, or humiliating work environment; or perpetuates a situation that affects the employee's psychological well-being.

Question 52

Identity alignment

Answer 52

Extent to which diversity is embraced in management of people, products/services, and branding.

Question 53

``` Immigration Reform and Control Act (IRCA) ```

Answer 53

U.S. act that prohibits discrimination against job applicants on the basis of national origin or citizenship and establishes penalties for hiring undocumented workers.

Question 54

Inclusion

Answer 54

Extent to which each person in an organization feels welcomed, respected, supported, and valued as a team member.

Question 55

Independent contractors

Answer 55

Self-employed individuals hired on a contract | basis for specialized services.

Question 56

Key risk indicators (KRIs)

Answer 56

Metrics that provide an early signal of | increasing risk exposures for an enterprise.

Question 57

Labor Management Reporting and Disclosure Act (LMRDA)

Answer 57

U.S. act that imposed regulations on internal union affairs and the relationship between union officials and union members.

Question 58

``` Labor-Management Relations Act (LMRA) ```

Answer 58

U.S. act that imposed several restrictions and | requirements on unions.

Question 59

Lechmere, Inc. v. NLRB

Answer 59

1992 case in which the U.S. Supreme Court ruled that an employer cannot be compelled to allow nonemployee organizers onto the business property.

Question 60

Ledbetter v. Goodyear Tire | and Rubber Company

Answer 60

2007 case in which the U.S. Supreme Court ruled that claims of sex discrimination in pay under Title VII were not timely because discrimination charges were not filed with the EEOC within the required 180-day time frame.

Question 61

Lilly Ledbetter Fair Pay Act

Answer 61

U.S. act that creates a rolling time frame for filing wage discrimination claims and expands plaintiff field beyond employee who was discriminated against.

Question 62

Local responsiveness (LR)

Answer 62

Globalization strategy that emphasizes adapting to the needs of local markets and allows subsidiaries to develop unique products, structures, and systems.

Question 63

Moral hazard

Answer 63

Situation in which one party engages in risky behavior knowing that it is protected against the risk because another party will incur any resulting loss.

Question 64

Multinational enterprises | MNEs

Answer 64

Organizations that own or control production or service facilities in one or more countries other than the home country.

Question 65

``` National Defense Authorization Act (NDAA) ```

Answer 65

U.S. act that expanded FMLA leave for employees with family members who are covered members of the military.

Question 66

National Federation of Independent Business v. Sebelius

Answer 66

U.S. Supreme Court ruling that Patient Protection and Affordable Care Act requirement that individuals purchase health insurance was constitutional but requirement that states expand Medicaid was not.

Question 67

National Labor Relations | Act (NLRA)

Answer 67

U.S. act that protected and encouraged the growth of the union movement; established workers' rights to organize and bargain collectively with employers.

Question 68

National origin

Answer 68

Refers to the country (including those that no longer exist) of one's birth or of one's ancestors' birth.

Question 69

Near-shoring

Answer 69

Practice of contracting a part of business processes or production to an external company in a country that is relatively close (e.g., within the same own region).

Question 70

NLRB v. Weingarten

Answer 70

Landmark 1975 U.S. labor relations case that dealt with the right of a unionized employee to have another person present during certain investigatory interviews.

Question 71

Nonexempt employees

Answer 71

Employees covered under U.S. Fair Labor Standards Act regulations, including minimum wage and overtime pay requirements.

Question 72

Occupational illness

Answer 72

Medical condition or disorder, other than one resulting from an occupational injury, caused by exposure to environmental factors associated with employment.

Question 73

Occupational injury

Answer 73

Injury that results from a work-related accident or exposure involving a single incident in the work environment.

Question 74

Occupational Safety and | Health (OSH) Act

Answer 74

U.S. act that established the first national policy for workplace safety and health and continues to deliver standards that employers must meet to guarantee the health and safety of their employees.

Question 75

Offshoring

Answer 75

Method by which an organization relocates its processes or production to an international location through subsidiaries or third-party affiliates

Question 76

``` Older Workers Benefit Protection Act (OWBPA) ```

Answer 76

U.S. act that amended the Age Discrimination in Employment Act to include all employee benefits; also provided standards that an employee's waiver of the right to sue for age discrimination must meet in order to be upheld by a court.

Question 77

Onshoring

Answer 77

Relocation of business processes or production to a lower-cost location inside the same country as the business.

Question 78

Outsourcing

Answer 78

Process by which an organization contracts with third-party vendors to provide selected services/ activities instead of hiring new employees.

Question 79

Overtime pay

Answer 79

Required for nonexempt workers under U.S. Fair Labor Standards Act at 1.5 times the regular rate of pay for hours over 40 in a workweek.

Question 80

Patient Protection and Affordable Care Act (PPACA)

Answer 80

2010 U.S. law that requires virtually all citizens and legal residents to have minimum health coverage and requires employers with more than 50 full-time employees to provide health coverage that meets minimum benefit specifications or pay a penalty.

Question 81

Phillips v. Martin Marietta | Corporation

Answer 81

1971 U.S. case that stated that an employer may not, in the absence of business necessity, refuse to hire women with preschool-aged children while hiring men with such children.

Question 82

Portal-to-Portal Act

Answer 82

U.S. act that defines what is included as hours worked and is therefore compensable and a factor in calculating overtime.

Question 83

Pregnancy Discrimination | Act (PDA)

Answer 83

U.S. act that prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions.

Question 84

Principal-agent problem

Answer 84

Situation in which an agent (e.g., an employee) makes decisions for a principal (e.g., an employer) potentially on the basis of personal incentives that may not be aligned with the principal's incentives.

Question 85

Process alignment

Answer 85

Extent to which underlying operations such as | IT, finance, or HR integrate across locations.

Question 86

Protected class

Answer 86

People who are covered under a particular | federal or state antidiscrimination law.

Question 87

Prudent person rule

Answer 87

States that a fiduciary of a plan covered by the U.S. Employee Retirement Income Security Act has legal and financial obligations not to take more risks when investing employee benefit program funds than a reasonably knowledgeable, prudent investor would under similar circumstances.

Question 88

Public comment period

Answer 88

Time allowed for the public to express its views and concerns regarding an action of an administrative agency

Question 89

Quid pro quo harassment

Answer 89

Type of sexual harassment that occurs when an employee is forced to choose between giving in to a superior's sexual demands and forfeiting an economic benefit such as a pay increase, a promotion, or continued employment.

Question 90

Reasonable | accommodation

Answer 90

Modifications or adjustments to a job or job application process that accommodate persons with disabilities but do not impose a disproportionate or undue burden on the employer.

Question 91

Redeployment

Answer 91

Process by which an organization moves an employee out of an international assignment; can involve moving back to the home country, moving to a different global location, or moving to a new location or position in the current host country.

Question 92

Regulation

Answer 92

Rule or order issued by an administrative agency of government, which usually has the force of law.

Question 93

Repatriation

Answer 93

Process by which employees returning from international assignments reintegrate into their home country's culture, conditions, and employment.

Question 94

Residual risk

Answer 94

Amount of uncertainty that remains after all risk | management efforts have been exhausted

Question 95

Reverse innovation

Answer 95

Innovations created for or by emergingeconomy markets and then imported to developed-economy markets.

Question 96

Risk

Answer 96

Uncertainty that has an effect on an objective, where outcomes may include opportunities, losses, and threats.

Question 97

Risk appetite

Answer 97

Amount of uncertainty an organization is willing to pursue or to accept to attain its risk management goals.

Question 98

Risk control

Answer 98

An action taken to manage a risk.

Question 99

Risk management

Answer 99

System for identifying, evaluating, and controlling actual and potential risks to an organization.

Question 100

Risk position

Answer 100

An organization's desired gain or acceptable | loss in value.

Question 101

Risk scorecard

Answer 101

Tool used to gather individual assessments of various characteristics of risk (e.g., frequency of occurrence; degree of impact, loss, or gain for the organization; degree of efficacy of current controls).

Question 102

Risk tolerance

Answer 102

Amount of uncertainty an organization is willing to pursue or to accept to attain its risk management goals.

Question 103

Sarbanes-Oxley Act (SOX)

Answer 103

U.S. act that requires that all publicly held companies establish internal controls and procedures for financial reporting to reduce the possibility of corporate fraud.

Question 104

Sexual orientation

Answer 104

``` Sexual, romantic, or emotional/spiritual attraction that one feels for persons of the opposite sex or gender, the same sex or gender, or both sexes and more than one gender ```

Question 105

Single loss expectancy | SLE

Answer 105

Expected monetary loss every time a risk occurs; calculated by multiplying asset value by exposure factor.

Question 106

Sustainability

Answer 106

Practice of purchasing and using resources wisely by balancing economic, social, and environmental concerns, with the goal of securing the interests of present and future generations.

Question 107

Triple bottom line

Answer 107

Economic, social, and environmental impact metrics used to determine an organization's success.

Question 108

Uniform Guidelines on Employee Selection Procedures

Answer 108

Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination.

Question 109

Uniformed Services Employment and Reemployment Rights Act (USERRA)

Answer 109

U.S. act that protects the employment, reemployment, and retention rights of persons who serve or have served in the uniformed services.

Question 110

Vesting

Answer 110

Process by which a retirement benefit becomes | nonforfeitable.

Question 111

Veto

Answer 111

Action of rejecting a bill or statute.

Question 112

Vicarious liability

Answer 112

Legal doctrine under which a party can be held | liable for the wrongful actions of another party

Question 113

Weingarten rights

Answer 113

Union employees' right in U.S. to have a union representative or coworker present during an investigatory.

Question 114

Whistleblowing

Answer 114

Reporting of an organization's violations of | policies and processes by employees.

Question 115

Worker Adjustment and Retraining Notification (WARN) Act

Answer 115

U.S. act that requires some employers to give a minimum of 60 days' notice if a plant is to close or if mass layoffs will occur.

Question 116

Workweek

Answer 116

Any fixed, recurring period of 168 consecutive | hours (7 days times 24 hours = 168 hours).