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meh > Test 1 > Flashcards

Test 1 Flashcards

1
Q

The systematic study of jobs to determine what activities and responsibilities they include, their relative importance in comparison with other jobs, the personal qualifications necessary for performance of the jobs, and the conditions under which the work is performed

A

Job Analysis

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2
Q 
Identification 
General Summary
Essential Functions and Duties
Job Specifications
You may want to add a physical requirements part for ADA compliance
Disclaimer and Approvals
A

Parts of a Job Description

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3
Q

the process by which managers help others acquire the power needed to make decisions affecting themselves and their work

A

Empowerment

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4
Q

Regulates actions that present a danger to society

A

Criminal Code

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5
Q

Regulates actions or omissions that cause harm to others

A

Civil Code

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6
Q

EEO

Who is covered?

A

Private employers with 15 persons or more
All educational institutions
State and local governments
Labor unions with 15 employees or more

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7
Q

Who is charged with administering EEO laws and regulations?

A

EEO

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8
Q

EEO

Prohibits discrimination in hiring, compensation, and terms, and conditions of employment based on:

A 
Race
Religion
Color
Sex
National Origin
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9
Q

A legitimate reason why an employer can discriminate against an employee

A

BFOQ

Bona Fide Occupational Qualification

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10
Q

This is when members of a protected class are treated differently

A

Disparate treatment

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11
Q

This happens from employer decisions that work to the disadvantage of the employees

A

Disparate impact

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12
Q

Takes place when an employer takes a negative action because of an employee filing a charge
(not legal)

A

Retaliation

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13
Q

Allows employees to sue for punitive damages for cases of intentional discrimination

A

Equal Employment Opportunity Act of 1991

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14
Q

May not discriminate against individuals 40 and over
Eliminates practice of mandatory retirement age
Exceptions:
-Pilots (age 65 by FAA regulation)
-Air Traffic controllers: 56
-Diplomats: 65
-Judges: by state (70 in some)

A

Age Discrimination in Employment Act (ADEA) - 1967

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15
Q
  • Cannot refuse to hire
  • Can’t terminate
  • Can’t deny insurance
  • Must give a reasonable amount of time off (no set amount; though typically is 6 weeks)
  • Leave is unpaid (unless the employer decides otherwise)
A

Pregnancy Discrimination Act (1978)

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16
Q 
Pay similar rates for similar work, regardless of gender
What justifies a pay difference?
Seniority 
Performance
Quality/ Quantity
Skill, effort, work conditions, etc.
A

Equal Pay Act (1963)

17
Q
  • Ensures that people who serve in the armed forces are not disadvantaged because of their service
  • Are promptly reemployed in their civilian jobs upon return from duty
  • Are not discriminated in employment based on past, present, or future military services
A

Uniformed Services Employment and Reemployment Rights Act (USERRA), 1994; 2008

18
Q
  • Protects most forms of disability
  • Key controversy: who is disabled?
  • Requires employees to make reasonable accommodation for qualified individuals
A

Americans with Disabilities Act (1990)

19
Q

Actions that are sexually directed, are unwanted, and subject the worker to adverse employment conditions or create a hostile work environment

Two types: Qui Pro Quo and Hostile environment

A

Sexual Harassment

20
Q
  • Provides unpaid leave up to 90 days
  • May be for one’s personal illness / injury or for the care of a close relative (i.e. children, parents)
  • Upon return, the individual is to get the same or similar position
  • More on this on the compensation class
A

FAMILY MEDICAL LEAVE ACT (FMLA) 1993

21
Q

Employers many not discriminate based on genetic information
May not discriminate based on family medical history

A

Genetic Information Nondiscrimination act (2008)

22
Q

An employer may terminate an employment relationship with or without just cause at any time (except for the case of discrimination / violation of federal statutes)

A

Employment at Will

23
Q

Occurs when an employer hires someone and does not do the due diligence

  • Example: not verifying credentials of a physician
  • Failing to perform a background search
A

Negligent Hire

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