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OU Management Spring 2018 > Workplace Issues > Flashcards

Workplace Issues Flashcards

1
Q

define discrimination

A

Denying (or treating differently) a person or group of people the rights or benefits due to all people based on characteristics of that person or group of people

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2
Q

define harassment

A
  • a type of discrimination
  • unwelcome conduct that is based on race, color, religion, sex (pregnancy), national origin, age, disability or genetic information
  • sexual identity is not protected under federal (some states may)
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3
Q

What are factors that could lead to an isolated harassment event?

A
  • lack of training
  • lack of sensitivity
  • not thinking clearly
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4
Q

harassment requirements

A
  • when enduring the offensive conduct becomes a condition of continued employment
  • when the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive
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5
Q

define sexual harassment

A
  • Unwelcome sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature
  • can happen between any gender
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6
Q

What are the types of sexual harassment?

A
  • Quid pro quo (this for that)

- Hostile environment

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7
Q

quid pro quo

A
  • condition of employment is placed on the victim’s agreement to some type of sexual activity
  • requires an exchange; does not have to involve physical touching
  • power differential - hard to say no
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8
Q

hostile environment

A
  • actions leading to an intimidating or hostile workplace that interferes with a person’s work
  • can be verbal, physical, visual
  • inappropriate touching, demeaning jokes, suggestive images
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9
Q

examples of discrimination protected by the Civil Rights Act of 1964

A
  • Blatant: we don’t hire women

- Subtle: more common, less obvious, can be well intentioned -> pregnancy policies

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10
Q

protected classes under the Civil Rights Act of 1964

A
  • race
  • color
  • religion
  • national origin
  • sex (NOT sexual orientation)
  • added later: pregnancy, age, disability
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11
Q

other details on the Civil Rights Act of 1964

A
  • cannot have “English only”
  • have reasonable accommodations for religious practices
  • FMLA
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12
Q

What is FMLA and who are required to provide it to their employees?

A
  • Family and Medical Leave Act
  • 12 weeks of unpaid leave
  • Companies with 50 or more employees must have it
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13
Q

What are other federal employment laws?

A
  • Age Discrimination in Employment Act
  • Equal Pay Act
  • Americans with Disabilities Act
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14
Q

Age Discrimination in Employment Act

A
  • Prohibits age discrimination
  • Unfavorable treatment of a person because of their age
  • Applies to employees 40 years of age and older
  • Prevents mandatory retirement policies based on age alone
  • Applies to companies with 20 or more employees
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15
Q

Equal Pay Act

A
  • Equal pay for equal work
  • Pay and benefits cannot vary based on gender alone
  • Applies to all companies regardless of size
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16
Q

Americans with Disabilities Act

A
  • Prohibits discrimination based on a person’s physical or mental disability
  • Person must qualified to perform all essential job duties
  • Does not include non-essential functions
  • Modifications to work environment may be necessary
  • Employee does not have to prove
17
Q

Which law gets priority? State or Federal

A

the one that benefits the employee

18
Q

What is a common term for policies that address discrimination?

A

affirmative action

19
Q

What are protected under federal law?

A
  • disabilities
  • alcoholism
  • religious practices
  • pregnancy
  • military personnel
  • morbid obesity
  • HIV disease
  • cancer
20
Q

What are NOT protected under federal law?

A
  • illegal aliens
  • smokers
  • employees under 40
  • illegal drug use
  • body art or tattoos
  • sexual orientation
  • compulsive gambling
21
Q

What are examples of measures to ensure occupational safety?

A
  • Employee Assistant Programs (EAP)

- Drug testing

22
Q

Employee Assistant Programs (EAP)

A
  • Voluntary, work-based program
  • Offers free and confidential assessments, short-term counseling, referrals, and follow-up services
  • For employees who have personal and/or work-related problems
23
Q

services offered by a EAP

A
  • mental and emotional well-being
  • alcohol substance abuse counseling
  • stress
  • grief
  • family problems
  • psychological disorders
24
Q

Drug testing

A
  • does not violate 4th amendment right

- can be required upon hiring

25
Q

Oklahoma Pharmacists Helping Pharmacists (OPHP)

A
  • run by pharmacists and college of pharmacy faculty
  • Goal: Identification, intervention and retention of chemically-dependent or recovering pharmacist /pharmacy students
  • confidential as long as cooperative; if relapse -> contract ends -> Board of Pharmacy and Deans notified
  • want to get to treatment and recovery
26
Q

How does impaired pharmacists go about getting reinstated to practice? (skipping the OPHP part)

A
  1. Mandatory state board reporting requirements
  2. Intervention by an organization
  3. Professional assessment
  4. Treatment recommendations
  5. After-care counseling and monitoring
  6. Reinstatement to practice
27
Q

theft

A

the unlawful taking and carrying away of someone else’s personal property with the intent to deprive the owner of it permanently

28
Q

robbery

A

the illegal taking of property from the person of another, or in the person’s presence, by violence or intimidation

29
Q

burglary

A

the offense of breaking and entering into a structure for the intent of committing a felony when there is nobody present

30
Q

What to do during a robbery?

A
  • Remember, the objective is to get the robber out of the store as quickly as possible.
  • Try to stay calm. Say to yourself–“stay calm.”
  • DO EXACTLY AS YOU ARE TOLD. No more, no less.
  • USING CAUTION, BEING CAREFUL IS NOT COWARDICE.
  • Alert the robber to any event or action you know is going to happen that may startle or upset the robber.
  • Be observant, make a conscious effort to get a description of the robber, BUT avoid making direct eye contact.
  • Do not make any sudden or quick movements.
  • When it is necessary to move or reach to comply with demands, tell the robber what you are going to do and why.
  • Listen carefully. Not only in order to obey commands but perhaps to hear a name used or something else said that could be used in the investigation.
  • DO NOT RESIST! Take a step back. Place your hands in front of you with palms held outward.
  • Passively try to keep any note or written instructions the robber may have given you. If you can, turn this over to the police later.
  • Activate “panic button” or “toe kick” alarms only when you do it secretly. Take NO chances!
  • Give the robber adequate time to leave. Avoid the urge to give chase! Note the direction of travel when he/she leaves.
  • Try to get a description of any vehicle in the getaway IF you can do so without compromising your personal safety. Make, model, color, license number, distinguishing features.
31
Q

What to do upon discovering a burglary?

A
  • CALL THE POLICE – even if the alarm has been triggered.
  • Lock the doors. Prevent anyone from entering! Preserve the crime scene for the law enforcement investigators. Don’t touch anything the burglar may have touched and block off any areas the burglar(s) was to protect evidence they may have left behind.
  • Post signs at the entries that the store opening will be delayed! If there has been damage to the property, call a contractor to make repairs as soon as possible.
  • Protect property still on the premises from further damage or loss.
  • When law enforcement arrives, greet them and assist in assessing whether or not the premises are secure. At this point, turn the matter over to the law enforcement officials. COOPERATE FULLY!
  • Refer any inquiries from outsiders to the responding law enforcement agency.
  • Do not discuss items or amounts taken with anyone other than law enforcement. Management – Call the alarm company vender to reset or repair the alarm system!
  • Management – Call a third party/independent source to assess the effectiveness of your alarm system. What can and should be done to enhance the system?
  • Management – Call insurance provider to open a claim file and get instructions on the claims process.
  • Management – Fill out internal burglary report
  • If controlled substances are discovered missing, it is imperative to also notify the DEA, the State Board of Pharmacy (depending on the state) and fill out a DEA Form 106.
32
Q

What is the most common type of theft?

A

employee theft

33
Q

define workplace violence

A

incidents of verbal abuse, threats and physical assaults, or an assault with a weapon

34
Q

What are consequences of workplace violence?

A
  • physical
  • emotional
  • psychological

OU Management Spring 2018 (21 decks)

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