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SHRM-CP Terms > Workplace > Flashcards

Workplace Flashcards

1
Q

Adverse impact

A

Type of discrimination that results when a neutral policy has a discriminatory effect (disparate impact)

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2
Q

Civil Rights Act of 1964

A

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

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3
Q

Disability

A

Physical or mental impairment that substantially limits one’s major life activities

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4
Q

ADA Amendments Act (ADAAA)

A

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

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5
Q

Burlington Industries, Inc. v. Ellerth

A

US court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not

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6
Q

Corporate social responsibility (CSR)

A

Concept that a corporation has an impact on the lives of its stakeholders and the environment, encompassing such areas as corporate governance, philanthropy, sustainability, employee rights, social change, volunteerism, corporate sponsored community programs, and workplace safety

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7
Q

Amendment

A

Modification of the US Constitution or a US law

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8
Q

Code of conduct

A

Principles of conduct within an organization that guide decision making and behavior (code of ethics)

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9
Q

Disparate treatment

A

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

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10
Q

Age Discrimination in Employment Act (ADEA)

A

US act that prohibits discrimination in the workplace on the basis of age

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11
Q

Civil Rights Act of 1991

A

US 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

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12
Q

Disparate impact

A

Type of discrimination that results when a neutral policy has a discriminatory effect (adverse impact)

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13
Q

Bill

A

A proposal presented to a legislative body for possible enactment as a statue

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14
Q

Contingency plan

A

Protocol that an organization implements when an identified risk event occurs

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15
Q

Duty of care

A

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

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16
Q

Assignees

A

Employees who work outside their home countries

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17
Q

Consolidated Omnibus Budget Reconciliation Act (COBRA)

A

US act that provides individuals and dependents who may lose health care coverage with opportunity to pay to continue coverage

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18
Q

Drug-Free Workplace Act

A

US law that 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

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19
Q

Annualized loss expectancy (ALE)

A

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

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20
Q

Compliance

A

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

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21
Q

Diversity council

A

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

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22
Q

Americans with Disabilities Act (ADA)

A

US act that prohibits discrimination against a qualified individual with a disability because of his/her disability

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23
Q

Comparable worth

A

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

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24
Q

Diversity

A

Differences in people’s characteristics

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25
Q

Employee resource group (ERG)

A

Voluntary group for employees who share a particular diversity dimension; also known as aiffinity group or network group

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26
Q

Fair and Accurate Credit Transitions Act (FACT Act)

A

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

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27
Q

Genetic Information Nondiscrimination Act (GINA)

A

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

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28
Q

Employee Polygraph Protection Act (EPPA)

A

US 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

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29
Q

Exempt employees

A

Employees who are excluded from US Fair Labor Standard Act minimum wage and overtime pay requirements

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30
Q

General Duty Clause

A

Statement in US 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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31
Q

Employees

A

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

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32
Q

Fair Labor Standard Act (FLSA)

A

US act that establishes minimum wage, overtime pay, youth employment, and record keeping standards affecting full time and part time workers in the private sector and in federal, state, and local governments

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33
Q

Global remittances

A

Monies sent back home by migrants working in foreign countries

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34
Q

Employee Retirement Income Securities Act (ERISA)

A

US 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

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35
Q

Fair Credit Reporting Act (FCRA)

A

US act that protects privacy of background information and ensures that information supplied is accurate

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36
Q

Global integration (GI) strategy

A

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

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37
Q

Ethics

A

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

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38
Q

Gender identity

A

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

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39
Q

Griggs v. Duke Power

A

US case that set the standard for determining whether discrimination based on disparate impact exists

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40
Q

Equal Pay Act (EPA)

A

US act that prohibits wage discrimination by requiring equal pay for equal or substantially equal work

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41
Q

Gender

A

Refers to the socially constructed system that associates masculinity or femininity with certain roles, behaviors, activities, and attributes

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42
Q

Governance

A

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

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43
Q

Equal Employment Opportunity Act

A

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

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44
Q

Faragher v. City of Boca Raton

A

US court ruling that distinguished between supervisor harassment and that results in tangible employment action and supervisor harassment that does not

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45
Q

Glocalization

A

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

46
Q

Employment practices liability insurance (EPLI)

A

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

47
Q

Family and Medical Leave Act (FMLA)

A

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

48
Q

Globalization

A

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

49
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

50
Q

Ledbetter v. Goodyear Tire & Rubber Co

A

2007 case in which the US Supreme Court rules 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

51
Q

National origin

A

Refers to the country of one’s birth or of one’s birth or of one’s ancestors’ birth

52
Q

Hazard

A

Potential harm, often associated with a condition or activity that, if left uncontrolled, can result in injury or damage to persons or property

53
Q

Lechmere, Inc v. NLRB

A

1992 case in which the US Supreme Court rules that an employer cannot be compelled to allow nonemployee organizers onto the business property

54
Q

National Labor Relations Act (NLRA)

A

US act that protects and encourages the growth of the union movement; established workers’ rights to organize and bargain collectively with employers

55
Q

Immigration Reform and Control Act (IRCA)

A

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

56
Q

Local responsiveness (LR) strategy

A

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

57
Q

NLRB v. Weingarten

A

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

58
Q

Identity alignment

A

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

59
Q

Lilly Ledbetter Fair Pay Act

A

US act that creates a rolling time frame for filling wage discrimination claims and expands plaintiff field beyond employee who was discriminated against

60
Q

Near-shoring

A

Practice of contracting a part of business processes or production to an external company in a country that is relatively close

61
Q

Labor Management Reporting and Disclosure Act (LMRDA)

A

US act that imposed regulations on internal union affairs and the relationship between union officials and union members

62
Q

National Federation of Independent Business v. Sebelius

A

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

63
Q

Occupational Safety and Health (OSH) Act

A

US 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

64
Q

Labor Management Relations Act (LMRA)

A

US act that imposed several restrictions and requirements on unions

65
Q

National Defense Authorization Acts (NDAA)

A

US acts that expanded FMLA leave for employees with family members who are covered members of the military

66
Q

Occupational injury

A

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

67
Q

Key risk indicators (KRIs)

A

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

68
Q

Multinational enterprise (MNE)

A

Organization that owns or controls production or services facilities in one or more countries other than the home country

69
Q

Occupational illness

A

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

70
Q

Inclusion

A

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

71
Q

Moral hazard

A

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

72
Q

Nonexempt employees

A

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

73
Q

Older Workers Benefit Protection Act (OWBPA)

A

US 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

74
Q

Process alignment

A

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

75
Q

Residual risk

A

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

76
Q

Offshoring

A

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

77
Q

Principal agent problem

A

Situation in which an agent makes decisions for a principal potentially on the basis of personal incentives that may not be aligned with the principal’s incentives

78
Q

Repatriation

A

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

79
Q

Overtime pay

A

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

80
Q

Prudent person rule

A

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

81
Q

Risk

A

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

82
Q

Onshoring

A

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

83
Q

Protected class

A

People who are covered under a particular federal or state antidiscriminaiton law

84
Q

Reverse innovation

A

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

85
Q

Pregnancy Discrimination Act

A

US act that prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions

86
Q

Regulation

A

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

87
Q

Risk position

A

An organization’s desired gain or acceptable loss in value

88
Q

Portal-to-Portal Act

A

US act that defines what is included as hours worked and there is therefore compensable and a factor in calculating overtime

89
Q

Redeployment

A

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

90
Q

Risk management

A

System for identifying, evaluating, and controlling actual and potential risks to an organization, and which typically incorporate mitigation and/or response strategies, including the use of insurance

91
Q

Phillips v. Martin Marietta Coporation

A

1971 US 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

92
Q

Quid pro quo harassment

A

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

93
Q

Risk control

A

An action taken to manage a risk

94
Q

Patient Protection and Affordable Care Act (PPACA)

A

2010 US 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

95
Q

Public comment period

A

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

96
Q

Risk appetite

A

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

97
Q

Risk scorecard

A

Tool used to gather individual assessments of various characteristics of risk

98
Q

Uniform Guidelines on Employee Selection Procedures

A

Procedural document designed to assist employers with federal regulations prohibiting discrimination

99
Q

Risk tolerance

A

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

100
Q

Uniformed Services Employment and Reemployment Rights Act (USERRA)

A

US act that protects the employment reemployment, and retention rights or persons who serve or have in the uniformed services

101
Q

Sarbanes-Oxley Act (SOX)

A

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

102
Q

Vesting

A

Process by which a retirement benefit becomes nonforfeitable

103
Q

Sex

A

Classification of people as male or female

104
Q

Veto

A

Action of rejecting a bill or statute

105
Q

Sustainability

A

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

106
Q

Worker Adjustment and Retraining Notification (WARN) Act

A

US act that requires some employers to give a minimum of 60 days notice if a plant is to close or if mass layoff will occur

107
Q

Triple bottom line

A

Economic, social, and environmental impact metrics used to determine an organizations success

108
Q

Workweek

A

Any fixed, recurring period of 168 consecutive hours

109
Q

Sexual orientation

A

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

110
Q

Vicarious liability

A

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

111
Q

Single loss expectancy (SLE)

A

Expected monetary loss every time a risk occurs; calculated by exposure factor

112
Q

Weingarten rights

A

Union employees right in US to have a union representative or coworker present during an investigatory

SHRM-CP Terms (4 decks)

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