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Human Resources > Vocab2 > Flashcards

Vocab2 Flashcards

1
Q

Equal work

A

Work having equal skills, equal effort, equal responsibility, and similar working conditions, all performed at the same location.

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2
Q

Equity

A

Amount of owners’ or shareholders’ portion of a business.

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3
Q

Ergonomics

A

Design of the work environment to address the physical demands experienced by employees.

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4
Q

Essential functions

A

Primary job duties that a qualified individual must be able to perform, either with or without accommodation; a function may be considered essential because it is required in a job or because it is highly specialized.

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5
Q

Ethics

A

System of moral principles and values that establish appropriate conduct.

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6
Q

Evaluation

A

Level of learning characterized by ability to make judgments.

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7
Q

Excelsior List

A

List the employer has to provide the union with the names and addresses of certain employees within seven days after the direction of or consent to an election.

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8
Q

Excess deferral plans

A

Nonqualified deferred compensation plans that provide benefits to selected management or highly compensated employees beyond Section 415 limitations.

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9
Q

Excess group-term life insurance

A

Amount of employer-provided group-term life insurance over $50,000.

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10
Q

Exclusive provider organization (EPO)

A

Plan in which participants must use providers in the network of coverage or no payment will be made.

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11
Q

Executive coaching

A

Coaching typically conducted by a third-party vendor to support managers in mastering the fundamental principles and practices for achieving extraordinary results and empowering staff success.

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12
Q

Executive search firms

A

External recruiting method; firms seek out candidates, usually for executive, managerial, or professional positions.

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13
Q

Exempt employees

A

Employees who are excluded from FLSA minimum wage and overtime pay requirements.

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14
Q

Exit interview

A

Interview conducted when an employee is terminating with an organization in which employee is asked to share views on selected issues.

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15
Q

Expatriates

A

Collective term for employees sent abroad to work in a country other than where they live.

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16
Q

Expatriation

A

Process of sending employees abroad and supporting their ability to adapt to cultural changes and complete their international assignment.

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17
Q

Experience rating

A

Rating system that bases insurance rates on claims history.

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18
Q

Explanation of benefits (EOB)

A

Written statement provided by an insurance provider indicating what portion of a benefit claim was paid to the health-care provider and what portion of the payment, if any, the individual is responsible for.

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19
Q

Express oral contract

A

Involves verbal promises made between employer and employee related to employment.

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20
Q

Extended organization

A

Alliance between organizations to create processes and information channels that allow communication and collaboration.

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21
Q

External coaching

A

Coaching typically available to professional, exempt, and/or high-potential employees that is done in a private and confidential relationship with a trained or certified consultant/coach.

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22
Q

External equity

A

When an organization’s pay rates are at least equal to market rates.

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23
Q

Extrinsic rewards

A

Rewards such as pay, benefits, bonuses, promotions, achievement awards, time off, more freedom and autonomy, special assignments, etc.

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24
Q

Factor comparison method

A

Job comparison method that ranks each job by each selected compensable factor and then identifies dollar values to develop a pay rate.

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25
Q

Fair and Accurate Credit Transactions Act (FACT)

A

Act that provides some relief to employers using third parties to conduct workplace investigations.

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26
Q

Fair Credit Reporting Act (FCRA)

A

Act that protects privacy of background information and ensures that information supplied is accurate.

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27
Q

Fair Labor Standards Act (FLSA)

A

Act that regulates employee status, overtime pay, child labor, minimum wage, record keeping, and other administrative concerns.

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28
Q

Fair use

A

Provision of the Copyright Act that allows the use of copyrighted work in certain circumstances.

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29
Q

Family and Medical Leave Act (FMLA)

A

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.

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30
Q

Faragher v. City of Boca Raton

A

Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not.

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31
Q

Fast-track programs

A

Career development programs that involve identifying a pool of potential leaders and rapidly increasing their leadership skill development.

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32
Q

Featherbedding

A

Situation in which unions try to require the employment of more workers than is necessary.

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33
Q

Federal Labor Relations Authority (FLRA)

A

Administers the provisions of the various executive orders that fall under the Civil Service Reform Act of 1978.

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34
Q

Federal Mediation and Conciliation Service (FMCS)

A

Offers assistance in contract settlement and maintains a list of arbitrators to help interpret contract language and resolve disputes.

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35
Q

Fee-for-service health-care plan

A

Full-choice health-care plan that allows covered employees to go to any qualified physician or hospital and submit claims to the insurance company; also known as indemnity health-care plan.

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36
Q

Fetal protection policies

A

Attempts to protect the fetus from workplace hazards.

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37
Q

Financial Accounting Standards Board (FASB)

A

Private, not-for-profit body that decides how public financial executives should report their firms’ financial information to their shareholders.

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38
Q

Financial ratios

A

Calculations designed to describe an organization’s financial health and performance from various perspectives.

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39
Q

First-impression error

A

Type of interviewer bias in which interviewer makes snap judgments and lets first impression (either positive or negative) cloud the interview.

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40
Q

Fishbowl interview

A

Interactive type of group interview that helps employer learn how individual interacts with others to solve business-related issues as well as individual’s depth of analytical skills and natural abilities as leader or team player.

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41
Q

Flat-rate pay

A

Provides each incumbent of a job with the same rate of pay, regardless of performance or seniority; also known as single-rate pay.

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42
Q

Flexible spending account (FSA)

A

Type of Section 125 plan that allows employees to use pretax dollars to pay for out-of-pocket health and dependent-care expenses.

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43
Q

Flexible staffing

A

Use of alternative recruiting sources and workers who are not regular employees; also known as alternative staffing.

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44
Q

Flextime

A

Work schedule that requires employees to work an established number of hours per week but allows starting and ending times to vary.

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45
Q

Focus group

A

Small group (normally six to twelve) invited to actively participate in a structured discussion with a facilitator.

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46
Q

Foreign Corrupt Practices Act (FCPA)

A

Prohibits American companies from making corrupt payments to foreign officials for the purpose of obtaining or keeping business.

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47
Q

Formula budgeting

A

Form of budgeting in which an average cost is applied to comparable expenses and general funding is changed by a specific amount.

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48
Q

Fraudulent misrepresentation

A

Intentional deception relied upon and resulting in injury to another person.

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49
Q

Frequency distribution

A

Listing of grouped data, from lowest to highest.

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50
Q

Frequency table

A

Shows the number of people or organizations associated with data organized in a frequency distribution.

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51
Q

Full cafeteria plan

A

Type of Section 125 plan that allows employees to choose from a menu of benefits and allocate pretax dollars to pay for those benefits.

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52
Q

Fully insured health-care plan

A

Health-care plan in which the employer pays a third-party insurance carrier premiums that cover medical charges, administrative costs, sales commissions, taxes, and profits.

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53
Q

Functional structure

A

Organizational structure that defines departments by what services they contribute to the organization’s overall mission.

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54
Q

Gainsharing plans

A

Group incentives where a portion of the gains an organization realizes from group efforts is shared with the group.

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55
Q

Gantt chart

A

Project planning tool that graphically displays activities of a project in sequential order and plots them against time.

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56
Q

Garnishment

A

Occurs when a creditor obtains a court order requiring an employer to attach an employee’s earnings in order to pay back a debt.

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57
Q

Gatekeeper

A

Individual, usually a primary-care physician, who is given control of patient access to specialists and services in a managed care organization.

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58
Q

Gender

A

Refers to the socially constructed roles, behaviors, activities, and attributes that a given society considers appropriate for men and women.

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59
Q

General Duty Clause

A

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

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60
Q

General Dynamics Land Systems, Inc., v. Cline

A

Case in which Supreme Court held that the Age Discrimination in Employment Act does not protect younger workers, even if they are over age 40, from workplace decisions that favor older workers.

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61
Q

General pay increase

A

Pay increase given to all employees (or a class of employees such as office or production workers) based on local competitive market requirements; awarded regardless of employee performance.

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62
Q

Generation X

A

Group of people born roughly between the years of 1965 and 1980.

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63
Q

Generation Y

A

Group of people born after 1980.

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64
Q

Genetic Information Nondiscrimination Act (GINA)

A

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

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65
Q

Geographic differential pay

A

Pay based on where an employee works.

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66
Q

Gissel order

A

NLRB order to an employer to bargain with the union as a remedy for serious ULP charges against the employer.

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67
Q

Glass ceiling

A

Invisible barrier that blocks minorities and women from attaining senior executive positions.

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68
Q

Goal

A

Clear statement, usually in one sentence, of the purpose and intent of a human resource development program.

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69
Q

Golden handcuffs

A

System of overlapping short- and long-term incentives to make it less likely that key employees will leave an organization.

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70
Q

Golden parachutes

A

Clauses written into executive contracts that provide special payments to key executives who might lose their position or be otherwise disadvantaged if another organization took control through a merger or acquisition; also known as parachutes.

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71
Q

Good-faith bargaining

A

Generally means that parties in a negotiation enter into discussion with fair and open minds and a sincere desire to arrive at an agreement.

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72
Q

Graded vesting

A

System by which qualified retirement plan participants become incrementally vested over a period of years of service.

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73
Q

Gratz v. Bollinger

A

Case in which Supreme Court held that University of Michigan’s undergraduate admission program was not sufficiently “narrowly tailored” to consider race as a factor in admission decisions in order to achieve goal of a diverse student body.

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74
Q

Green-circle rates

A

Situation where an employee’s pay is below the minimum of the range.

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75
Q

Grievance procedure

A

Provides an orderly way to resolve differences of opinion in regard to a union contract.

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76
Q

Griggs v. Duke Power

A

1971 case that recognized adverse impact discrimination.

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77
Q

Gross domestic product (GDP)

A

Estimate of the total value of goods and services produced in a country in a given year.

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78
Q

Gross earnings

A

Total earnings before taxes; include regular wages plus additional earnings such as tips, bonuses, and overtime pay.

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79
Q

Gross profit margin

A

Ratio of gross profit to gross sales.

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80
Q

Group-term life insurance

A

Form of insurance carried by employers for their employees that provides a lump-sum payment to the employees’ beneficiaries.

81
Q

Grutter v. Bollinger

A

Case in which Supreme Court held that University of Michigan’s law school admission program was sufficiently “narrowly tailored” to consider race as a factor in admission decisions in order to achieve goal of a diverse student body.

82
Q

Halo effect

A

Occurs when an employee is extremely competent in one area and is therefore rated high in all categories.

83
Q

Harris v. Forklift Systems, Inc.

A

Court ruling that established “reasonable person” standard in a sexual harassment case.

84
Q

Hazard

A

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

85
Q

Hazard Communication standard (Employee Right-to-Know Law)

A

OSHA standard that requires labeling, Material Safety Data Sheets, training, orientation for new and transferred employees, and hazard communication programs to inform employees of hazardous chemicals in the workplace.

86
Q

Hazard pay

A

Pay earned by employees who work in an environment that is considered more risky from a safety or health point of view.

87
Q

Health

A

State of well-being, free of illness or disease.

88
Q

Health Insurance Portability and Accountability Act (HIPAA)

A

Act that made changes to improve health-care coverage portability and accessibility and provide medical record privacy and security.

89
Q

Health insurance purchasing cooperative (HIPC)

A

Purchases health-care plans for large groups of employers to provide small organizations the economic advantages large organizations have.

90
Q

Health maintenance organizations (HMOs)

A

Form of health care that provides services for a fixed period on a prepaid basis.

91
Q

Health reimbursement account (HRA)

A

Employer-funded plan that reimburses employees only for eligible and substantiated health-care expenses.

92
Q

Health savings account (HSA)

A

Tax-sheltered savings account similar to an IRA but created primarily to pay for medical expenses.

93
Q

High-context culture

A

Society or group where people have close connections over a long period of time and where many aspects of behavior are not made explicit, because most members know what to do and think from years of interaction.

94
Q

Highly compensated employee (HCE)

A

Determined by an array of issues such as business ownership and/or salary.

95
Q

Histogram

A

Graphic representation of the distribution of a single type of measurement; data is represented by a series of rectangles of varying heights.

96
Q

Homeland Security Act

A

Act designed to secure the United States against terrorist attacks and other threats and hazards and ensure safe and secure borders.

97
Q

Honesty/integrity tests

A

Measures of applicants’ propensity toward undesirable behaviors such as lying, stealing, taking drugs, or abusing alcohol.

98
Q

Horn effect

A

Occurs when an employee receives an overall low rating because of one weakness.

99
Q

Host-country nationals (HCNs)

A

Employees working in their own countries; also known as local nationals.

100
Q

Hostile environment harassment

A

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.

101
Q

Hot cargo clauses

A

Agreement that union members are not required to handle goods made by nonunion labor or a struck plant; generally illegal.

102
Q

Hourly wage

A

Form of base pay that is dependent on the number of hours worked.

103
Q

HR audit

A

Process to measure the effectiveness and efficiency of HR programs and positions.

104
Q

Human capital

A

Combined knowledge, skills, and experience of a company’s employees.

105
Q

Human immunodeficiency virus (HIV)

A

Virus that may lead to the development of the acquired immune deficiency syndrome (AIDS).

106
Q

Human resource development (HRD)

A

Set of systematic and planned activities designed by an organization to provide its members with the necessary skills and/or competencies to meet current and future job demands.

107
Q

Human resource information system (HRIS)

A

Systematic tool for gathering, storing, maintaining, retrieving, and revising HR data.

108
Q

Human resource management (HRM)

A

Design of formal systems in an organization that ensure the effective and efficient use of human capital to accomplish organizational goals.

109
Q

Illegal subjects

A

Those collective bargaining items that are unlawful by statute; also known as external subjects.

110
Q

Immigration and Nationality Act (INA)

A

Fundamental body of U.S. immigration law applying to all employers; addresses employment eligibility and employment verification and defines the conditions for the temporary and permanent employment of aliens in the U.S.

111
Q

Immigration Reform and Control Act (IRCA)

A

Act that prohibits discrimination against job applicants on the basis of national origin or citizenship; establishes penalties for hiring illegal aliens and requires employers to establish each employee’s identity and eligibility to work.

112
Q

Implied contract

A

Exists when an agreement is implied from circumstances even though there is no express agreement between employer and employee.

113
Q

In loco parentis

A

“In place of a parent”; term used in expansion of FMLA coverage to employees who stand in place of a parent with day-to-day responsibilities to care for and financially support a child or who have a day-to-day responsibility to care for or financially support a person who stood in loco parentis for them.

114
Q

Incentive pay

A

Form of direct compensation where employers pay for performance beyond normal expectations to motivate employees to perform at higher levels.

115
Q

Income statement

A

Statement comparing revenues, expenses, and profits over a specified period of time, usually a year or a quarter.

116
Q

Increasing returns

A

Type of learning curve in which progress is initially slow because basics are being learned but then performance takes off after the initial learning phase.

117
Q

Incremental budgeting

A

Form of budgeting in which the prior budget is the basis for allocation of funds.

118
Q

Indemnity health-care plan

A

Full-choice health-care plan that allows covered employees to go to any qualified physician or hospital and submit claims to the insurance company; also known as fee-for-service health-care plan.

119
Q

Independent contractors

A

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

120
Q

Independent medical exam

A

Legal term referring to an examination and assessment of an injured employee performed by an appropriately qualified, impartial doctor for the purpose of determining fitness for duty.

121
Q

Indirect compensation

A

Compensation commonly referred to as benefits.

122
Q

Individual retirement accounts (IRAs)

A

Tax-deferred accounts to which wage earners can contribute an amount up to a yearly maximum.

123
Q

Industrial democracy

A

As related to international labor relations, where employees have legally mandated rights to participate in management decisions.

124
Q

Inevitable disclosure

A

Enables an employer to prevent an employee from taking employment with a competitor when the current employer’s trade secrets might “inevitably” be disclosed.

125
Q

Informational picketing

A

Type of picketing done to advise the public that an employer is nonunion.

126
Q

Injunction

A

Court order that restricts, prevents, or requires certain activities.

127
Q

Inpatriates

A

Employees brought in from another country to work in the headquarters country for a specified period.

128
Q

Integrative bargaining

A

Takes place when there is more than one issue to be resolved; focuses on creative solutions to conflicts that reconcile parties’ interests and result in mutual benefit.

129
Q

Interest-based bargaining (IBB)

A

Form of negotiating where parties look for common ground and attempt to satisfy mutual interests through the bargaining process.

130
Q

Internal coaching

A

Consists of ongoing meetings between supervisors and employees to discuss the employee’s career goals.

131
Q

Internal equity

A

Occurs when people feel that performance or job differences result in corresponding differences in pay rates.

132
Q

International assignee

A

All-encompassing term used to describe anyone on an international assignment.

133
Q

International social security agreements

A

Bilateral social security agreements that coordinate the U.S. Social Security program with the comparable programs of other countries; also known as totalization agreements.

134
Q

Intrinsic rewards

A

Meaningful work, good feedback on performance, autonomy, and other factors that lead to high levels of satisfaction in the job.

135
Q

Inventory

A

To an operations department, an organization’s major asset after physical buildings and equipment.

136
Q

Involuntary deductions

A

Payroll deductions such as tax levies and court-ordered child support that an employee must pay.

137
Q

Involuntary termination

A

When employers decide to discharge particular employees for cause (e.g., poor performance, violations of employer policy).

138
Q

Job

A

Collection of employee activities (tasks) and responsibilities.

139
Q

Job analysis

A

Systematic study of jobs to determine what activities (tasks) and responsibilities they include, personal qualifications necessary for performance, conditions under which work is performed, and reporting structure.

140
Q

Job applicant

A

According to EEO regulations, anyone who expresses an interest in employment, regardless of whether that person meets the employer’s minimum qualifications for the job.

141
Q

Job bidding

A

Internal recruiting method that allows employees to indicate an interest in a position before one becomes available.

142
Q

Job burnout

A

Depletion of physical/mental resources caused by excessive striving to reach an unrealistic work-related goal.

143
Q

Job classification

A

Evaluation method that groups jobs into a predetermined number of grades or classifications, each having a class description to use for job comparisons.

144
Q

Job competencies

A

Knowledge, skills, and abilities (KSAs) and other personal characteristics that work together to produce outstanding performance in a given area of responsibility.

145
Q

Job description

A

Summarizes most important features of a job, including required tasks, knowledge, skills, abilities, responsibilities, and reporting structure; physical requirements must also be included for ADA considerations.

146
Q

Job enlargement

A

Broadening the scope of a job by expanding the number of different tasks to be performed.

147
Q

Job enrichment

A

Increases the depth of a job by adding responsibility for planning, organizing, controlling, and evaluation.

148
Q

Job evaluation

A

Systematic determination of the relative worth of jobs within an organization.

149
Q

Job group analysis

A

Part of affirmative action plan that lists all job titles that comprise each job group having similar content and responsibilities, wage rates, and opportunities for advancement.

150
Q

Job posting

A

Internal recruiting method that allows current employees the chance to respond to announcements of positions.

151
Q

Job ranking

A

Evaluation method that establishes a hierarchy of jobs from lowest to highest based on overall importance to the organization.

152
Q

Job rotation

A

Movement between different jobs.

153
Q

Job sharing

A

Results when two part-time employees share one full-time job.

154
Q

Job specification

A

Spells out qualifications necessary for an incumbent to be able to perform a job.

155
Q

Jobs for Veterans Act (JVA)

A

Amendment to Vietnam Era Veterans Readjustment Assistance Act; deals with discrimination against certain veterans.

156
Q

Johnson v. Santa Clara County Transportation Agency

A

Court ruling that endorsed using gender as one factor in an employment decision if underrepresentation is shown and if the affirmative action plan is not a quota system.

157
Q

Joint employment

A

Situation in which an organization shares responsibility and liability for their alternative workers with an alternative staffing supplier; also known as co-employment.

158
Q

Judgmental forecasts

A

Use of information from past and present to predict future conditions.

159
Q

Key performance indicators (KPIs)

A

Quantifiable measures of performance used to gauge progress toward strategic objectives or agreed standards of performance.

160
Q

Kinesthetic learners

A

People who learn best through a hands-on approach; also called tactile learners.

161
Q

Knowledge

A

Level of learning characterized by ability to recall specific facts.

162
Q

Knowledge management (KM)

A

Process of creating, acquiring, sharing, and managing knowledge to augment individual and organizational performance.

163
Q

Kolstad v. American Dental Association

A

Case in which Supreme Court held that the availability of punitive damages depends on the motive of the discriminator rather than the nature of the conduct.

164
Q

Labor organization

A

Any organization in which employees participate and which exists for the purpose of dealing with employers on work-related issues.

165
Q

Labor-Management Relations Act (LMRA)

A

Act that provides balance of power between union and management by designating certain union activities as unfair labor practices; also known as Taft-Hartley Act.

166
Q

Labor-Management Reporting and Disclosure Act (LMRDA)

A

Act that protects the rights of union members from corrupt or discriminatory labor unions; also known as Landrum-Griffin Act.

167
Q

Landrum-Griffin Act

A

Act that protects the rights of union members from corrupt or discriminatory labor unions; also known as Labor-Management Reporting and Disclosure Act (LMRDA).

168
Q

Leadership

A

Ability of an individual to influence a group or another individual toward the achievement of goals and results.

169
Q

Learning management system (LMS)

A

System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities.

170
Q

Learning objects (LOs)

A

Learning elements that may be reused in a variety of contexts; examples include animated graphics, job aids, and print modules.

171
Q

Learning organization

A

Organization characterized by a capability to adapt to changes in environment.

172
Q

Learning styles

A

Ways individuals learn and process ideas.

173
Q

Leniency errors

A

Errors that are the result of appraisers who don’t want to give low scores.

174
Q

Liabilities

A

Organization’s debts and other financial obligations.

175
Q

Lifetime maximum benefit

A

Maximum dollar amount of covered medical expenses that a health-care plan will pay on behalf of any covered person during that person’s lifetime.

176
Q

Lilly Ledbetter Fair Pay Act

A

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

177
Q

Line of sight

A

Concept that states that employees must be able to influence the attainment of a goal and see a direct result of their efforts in order for incentive pay plans to be effective.

178
Q

Line units

A

Work groups that conduct the major business of an organization.

179
Q

Litigation hold

A

Process of ensuring that any information related to pending (or reasonably anticipated) litigation is identified and preserved without regard to usual document destruction policies or schedules.

180
Q

Local nationals

A

Employees working in their own countries; also known as host-country nationals (HCNs).

181
Q

Lockout

A

Occurs when management shuts down operations to prevent union employees from working.

182
Q

Long-term care insurance

A

Insurance coverage that provides a daily monetary benefit to people who are chronically ill and who require living assistance either at home or in a residential facility.

183
Q

Long-term disability (LTD) coverage

A

Replaces a portion of employee’s lost income after short-term disability coverage ends.

184
Q

Long-term objectives

A

Specific results, to be accomplished in three to five years, that an organization seeks to achieve in pursuing its mission.

185
Q

Low-context culture

A

Society where people tend to have many connections but of shorter duration and where behavior and beliefs may need to be spelled out explicitly so that those coming into the cultural environment know how to behave.

186
Q

Lump-sum increase (LSI)

A

One-time payment made to an employee; also called performance bonus.

187
Q

Machine Guarding standard

A

OSHA standard that provides general requirements for all machinery to protect operator and other employees.

188
Q

Maintenance of membership

A

Contract clause that states that an employee may or may not choose to join a union but once the employee joins, he/she must maintain membership for the duration of the contract.

189
Q

Managed care

A

General term for a medical plan that seeks to ensure that the treatments a person receives are medically necessary and provided in a cost-effective manner.

190
Q

Management

A

Directing day-to-day organizational operations.

191
Q

Mandatory subjects

A

Collective bargaining items required by law and the NLRB.

192
Q

Market-based evaluation

A

Method similar to job evaluation systems that evaluates jobs based upon their market value.

193
Q

Marketing

A

Process of planning, pricing, promoting, and distributing goods and services to satisfy organizational objectives.

194
Q

Material Safety Data Sheets (MSDS)

A

Must be provided by manufacturers for every hazardous substance; employers must evaluate chemicals and inform employees of hazardous properties.

195
Q

Matrix structure

A

Organizational structure that combines departmentalization by division and function to gain the benefits of both.

196
Q

Maturity curves

A

Correlate pay with time spent in a professional field such as teaching or research.

197
Q

McDonnell Douglas Corp. v. Green

A

Case that established criteria for disparate treatment.

198
Q

McKennon v. Nashville Banner Publishing Co.

A

Case in which Supreme Court held that evidence of misconduct acquired after the decision to terminate cannot free an employer from liability, even if the misconduct would have justified terminating the employee.

199
Q

Mean

A

Average score or value in a set of data.

Human Resources (5 decks)

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