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SHRM-CP > Workplace > Flashcards

Workplace Flashcards

1
Q

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

A

Genetic Information Nondiscrimination Act (GINA)

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2
Q

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

A

Global integration (GI) strategy

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3
Q

Monies sent back home by migrants working in foreign countries.

A

Global remittances

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4
Q

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

A

Glocalization

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5
Q

System of rules and processes an organization puts in place to ensure its compliance with local and international laws, accounting rules, ethical norms, and its own codes of conduct.

A

Governance

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6
Q

Ability to take an international, multidimensional perspective that is inclusive of other cultures, perspectives, and views.

A

Global mindset

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7
Q

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

A

ADA Amendments Act (ADAAA)

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8
Q

Act that prohibits discrimination against a qualified individual with a disability because of his/her disability.

A

Americans with Disabilities Act (ADA)

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9
Q

Act that prohibits discrimination in employment for persons age 40 and over.

A

Age Discrimination in Employment Act (ADEA)

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10
Q

Employees who work outside their home countries.

A

Assignees

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11
Q

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

A

Adverse impact

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12
Q

Situation in which religion, sex, or national origin is reasonably necessary to carrying out a particular job function in the normal operations of an organization.

A

Bona fide occupational qualification (BFOQ)

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13
Q

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

A

Burlington Industries, Inc. v. Ellerth

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14
Q

Legal system based on written codes (laws, rules, or regulations).

A

Civil law

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15
Q

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

A

Civil Rights Act of 1964

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16
Q

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.

A

Civil Rights Act of 1991

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17
Q

Principles of conduct within an organization that guide decision making and behavior; also known as code of ethics.

A

Code of conduct

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18
Q

Legal system in which each case is considered in terms of how it relates to legal decisions that have already been made; evolves through judicial decisions over time.

A

Common law

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19
Q

Situation in which a person or organization has the potential to be influenced by two opposing sets of incentives.

A

Conflict of interest

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20
Q

Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.

A

Consolidated Omnibus Budget Reconciliation Act (COBRA)

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21
Q

Recognition of the impact a corporation has on the lives of its stakeholders (including shareholders, employees, communities, customers, and suppliers) and the environment; can include corporate governance, corporate philanthropy, sustainability, and employee rights and workplace safety.

A

Corporate social responsibility (CSR)

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22
Q

Protocol that an organization implements to respond to an unplanned but identified risk event.

A

Contingency plan

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23
Q

Concept that states that jobs requiring comparable skills, effort, responsibility, and working conditions filled primarily by women should have the same job classification and salary as similar jobs filled by men.

A

Comparable worth

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24
Q

Set of beliefs, attitudes, values, and behaviors shared by members of a group and passed down from one generation to the next.

A

Culture

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25
Q

Concept that argues that ethical behavior is determined by local culture, laws, and business practices.

A

Cultural relativism

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26
Q

Process of charting a course through cultural differences.

A

Dilemma reconciliation

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27
Q

Physical or mental impairment that substantially limits major life activities.

A

Disability

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28
Q

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

A

Disparate impact

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29
Q

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

A

Disparate treatment

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30
Q

Differences in characteristics of people; can involve personality, work style, race, age, ethnicity, gender, religion, education, functional level at work, etc.

A

Diversity

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31
Q

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

A

Diversity council

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32
Q

Framework for understanding the range and complexity of diversity; includes four layers (personality, internal dimensions, external dimensions, and organizational dimensions); also known as identity group.

A

Diversity dimensions

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33
Q

Concept describing the presence of different types of cognitive processes in a workplace; opposed to “groupthink”, or similarity of thought processes and opinions.

A

Diversity of thought

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34
Q

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

A

Drug-Free Workplace Act

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35
Q

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.

A

Duty of care

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36
Q

Concept that laws are enforced only through accepted, codified procedures.

A

Due process

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37
Q

Act that generally prevents employers engaged in or affecting interstate commerce from using lie detector tests either for preemployment screening or during the course of employment, with certain exemptions.

A

Employee Polygraph Protection Act (EPPA)

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38
Q

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

A

Employee resource group (ERG)

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39
Q

Act that established uniform minimum standards for employer-sponsored retirement and health and welfare benefit programs.

A

Employee Retirement Income Security Act (ERISA)

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40
Q

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.

A

Employees

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41
Q

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.

A

Employment practices liability insurance (EPLI)

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42
Q

Act that amended Title VII and gave the Equal Employment Opportunity Commission authority to implement its administrative findings and conduct its own enforcement litigation.

A

Equal Employment Opportunity Act 1972

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43
Q

Act that prohibits wage discrimination by requiring equal pay for equal work.

A

Equal Pay Act (EPA)

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44
Q

Set of behavioral guidelines by which all directors, managers, and employees of an organization are expected to behave to ensure appropriate moral and ethical business standards, typically beyond the letter of the law.

A

Ethics

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45
Q

Concept that argues that there are fundamental ethical principles that apply across cultures.

A

Ethical universalism

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46
Q

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

A

Exempt employees

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47
Q

Extension of the power of a country’s laws over its citizens outside that country’s sovereign national boundaries.

A

Extraterritoriality

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48
Q

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

A

Fair and Accurate Credit Transactions Act (FACT Act)

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49
Q

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

A

Fair Credit Reporting Act (FCRA)

50
Q

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

A

Fair Labor Standards Act (FLSA)

51
Q

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.

A

Family and Medical Leave Act (FMLA)

52
Q

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

A

Faragher v. City of Boca Raton

53
Q

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

A

Gender

54
Q

1971 case that recognized adverse impact discrimination.

A

Griggs v. Duke Power

55
Q

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

A

General Duty Clause

56
Q

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

A

Hazard

57
Q

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.

A

High-context culture

58
Q

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.

A

Hostile environment harassment

59
Q

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

A

Inclusion

60
Q

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

A

Independent contractors

61
Q

Transferring a previously outsourced function back in-house.

A

Insourcing

62
Q

Capacity to recognize, interpret, and behaviorally adapt to multicultural situations and contexts; also called cultural intelligence.

A

Intercultural wisdom

63
Q

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.

A

Immigration Reform and Control Act (IRCA)

64
Q

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

A

Identity alignment

65
Q

Right of a legal body to exert authority over a given geographical territory, subject matter, or persons or institutions.

A

Jurisdiction

66
Q

Metrics that provide an early warning of increasing levels of uncertainty in a particular business area.

A

Key risk indicators (KRIs)

67
Q

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.

A

Quid pro quo harassment

68
Q

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.

A

Labor-Management Relations Act (LMRA)

69
Q

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

A

Labor-Management Reporting and Disclosure Act (LMRDA)

70
Q

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

A

Lechmere, Inc. v. NLRB

71
Q

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.

A

Ledbetter v. Goodyear Tire & Rubber Co.

72
Q

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

A

Lilly Ledbetter Fair Pay Act

73
Q

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

A

Local responsiveness (LR) strategy

74
Q

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

A

Low-context culture

75
Q

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

A

Moral hazard

76
Q

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

A

National Defense Authorization Acts (NDAA)

77
Q

Supreme Court ruling that PPACA requirement that individuals purchase health insurance was constitutional but that requirement that states expand Medicaid was not.

A

National Federation of Independent Business v. Sebelius

78
Q

Act that protects the rights of employees to organize unhampered by management; also known as Wagner Act.

A

National Labor Relations Act (NLRA)

79
Q

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

A

National origin

80
Q

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

A

NLRB v. Weingarten

81
Q

Employees covered under FLSA regulations, including minimum wage and overtime pay requirements.

A

Nonexempt employees

82
Q

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

A

Occupational illness

83
Q

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

A

Occupational injury

84
Q

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

A

Occupational Safety and Health (OSH) Act

85
Q

Agency that administers and enforces the Occupational Safety and Health Act of 1970.

A

Occupational Safety and Health Administration (OSHA)

86
Q

Situation in which a company relocates processes or production to an international location by means of subsidiaries or third-party affiliates.

A

Offshoring

87
Q

Act that amended ADEA to include all employee benefits; also provided terminated employees with time to consider group termination or retirement programs and consult an attorney.

A

Older Workers Benefit Protection Act (OWBPA)

88
Q

Required for nonexempt workers under FLSA at 1.5 times the regular rate of pay for hours over 40 in a workweek.

A

Overtime pay

89
Q

Bilateral agreements entered into by many countries to eliminate double taxation for individuals on international assignment.

A

Totalization agreements

90
Q

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

A

Triple bottom line

91
Q

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

A

Uniformed Services Employment and Reemployment Rights Act (USERRA)

92
Q

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

A

Uniformed Services Employment and Reemployment Rights Act (USERRA)

93
Q

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

A

Vicarious liability

94
Q

Process by which a retirement benefit becomes nonforfeitable.

A

Vesting

95
Q

All those affected by an organization’s social, environmental, and economic impact—shareholders, employees, customers, suppliers, regulators, and local communities.

A

Stakeholders

96
Q

Practices that balance economic, social, and environmental interests to secure the interests of present and future generations.

A

Sustainability

97
Q

Union employees’ right to have a union representative or coworker present during an investigatory interview.

A

Weingarten rights

98
Q

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

A

Workweek

99
Q

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.

A

Worker Adjustment and Retraining Notification (WARN) Act

100
Q

Corporation 1971 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.

A

Phillips v. Martin Marietta

101
Q

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

A

Portal-to-Portal Act

102
Q

Act that prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions.

A

Pregnancy Discrimination Act

103
Q

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 are not aligned with the agent’s incentives.

A

Principal-agent problem

104
Q

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

A

Process alignment

105
Q

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

A

Protected class

106
Q

States that an ERISA plan fiduciary 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.

A

Prudent person rule

107
Q

2010 law that requires virtually all citizens and legal residents of the U.S. 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.

A

Patient Protection and Affordable Care Act (PPACA)

108
Q

Set up by ERISA to insure payment of benefits in the event that a private-sector defined benefit pension plan terminates with insufficient funds to pay the benefits.

A

Pension Benefit Guaranty Corporation (PBGC)

109
Q

An action taken to manage a risk.

A

Risk control

110
Q

Amount of risk the organization or function is willing to pursue or accept to attain its goals.

A

Risk appetite

111
Q

An organization’s desired gain or acceptable loss in value.

A

Risk position

112
Q

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

A

Risk scorecard

113
Q

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

A

Risk tolerance

114
Q

Identification, evaluation, and control of risk that may affect an organization, typically incorporating the use of insurance and other strategies.

A

Risk management

115
Q

The effect of uncertainty on objectives; outcomes may include opportunities or threats.

A

Risk

116
Q

Concept that stipulates that no individual is beyond the reach of the law and that authority is exercised only in accordance with written and publicly disclosed laws.

A

Rule of law

117
Q

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

A

Residual risk

118
Q

Process of reintegrating employees back into the home country after an assignment; includes adjustment to the new job and readjustment to the home culture and conditions.

A

Repatriation

119
Q

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.

A

Redeployment

120
Q

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

A

Reverse innovation

SHRM-CP (6 decks)

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