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SHRM-CP Exam > Workplace > Flashcards

Workplace Flashcards

1
Q

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

A

ADA Amendments Act

ADAAA

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2
Q

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

A

Adverse impact

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3
Q

U.S. act that prohibits discrimination in the

workplace on the basis of age.

A 
Age Discrimination in
Employment Act (ADEA)
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4
Q

Modification of the U.S. Constitution or a U.S.

law.

A

Amendment

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5
Q

U.S. 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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6
Q

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

A

Annualized loss expectancy

ALE

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7
Q

Employees who work outside their home

countries.

A

Assignees

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8
Q

Proposal presented to a legislative body for

possible enactment as a statute.

A

Bill

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9
Q

Factor (such as religion, gender, national origin,
etc.) that is reasonably necessary, in the normal
operations of an organization, to carry out a
particular job function.

A

Bona fide occupational

qualification (BFOQ)

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10
Q

U.S. 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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11
Q

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

A

Civil Rights Act of 1964

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12
Q

U.S. 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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13
Q

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

A

Comparable worth

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14
Q

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

A

Compliance

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15
Q

Situation in which a person or organization may
benefit from undue influence due to involvement
in outside activities, relationships, or
investments that conflict with or have an impact
on the employment relationship or its outcomes

A

Conflict of interest

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16
Q

U.S. act that provides individuals and
dependents who may lose health-care coverage
with opportunity to pay to continue coverage.

A

Consolidated Omnibus
Budget Reconciliation Act
(COBRA)

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17
Q

Protocol that an organization implements when

an identified risk event occurs.

A

Contingency plan

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18
Q

Varying ways an organization can create value,
looking beyond traditional profit measures of
revenue and expenses; includes such areas as
philanthropy, volunteerism, corporate-sponsored
community programs, social change, sustainability,
corporate governance, employee rights, and
workplace safety.

A

Corporate social

responsibility (CSR)

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19
Q

Defensive behavior that occurs when an
organization recruits a diverse workforce but,
consciously or otherwise, promotes assimilation
rather than inclusion.

A

Covering

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20
Q

Physical or mental impairment that substantially

limits one’s major life activities.

A

Disability

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21
Q

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

A

Disparate impact

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22
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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23
Q

Differences in people’s characteristics (such as
socioeconomic status, beliefs, personality,
thought processes, work style, race, age,
ethnicity, gender, religion, education, job
function, etc.).

A

Diversity

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24
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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25
Q

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

A

Drug-Free Workplace Act

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26
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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27
Q

U.S. 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.

A 
Employee Polygraph
Protection Act (EPPA)
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28
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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29
Q

U.S. 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.

A

Employee Retirement
Income Security Act
(ERISA)

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30
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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31
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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32
Q

U.S act that amended Title VII and gave the
Equal Employment Opportunity Commission
authority to “back up” its administrative findings
and conduct its own enforcement litigation.

A

Equal Employment

Opportunity Act

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33
Q

U.S. act that prohibits wage discrimination by
requiring equal pay for equal or “substantially
equal” work performed by men and women.

A

Equal Pay Act (EPA)

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34
Q

Primary job duties that a qualified individual
must be able to perform, either with or without
accommodation.

A

Essential functions

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35
Q

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

A

Ethics

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36
Q

Employees who are excluded from U.S. Fair
Labor Standards Act minimum wage and
overtime pay requirements.

A

Exempt employees

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37
Q

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

A

Fair and Accurate Credit
Transactions Act (FACT
Act)

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38
Q

U.S act that protects privacy of background
information and ensures that information
supplied is accurate.

A

Fair Credit Reporting Act

FCRA

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39
Q

U.S act that establishes minimum wage,
overtime pay, youth employment, and recordkeeping standards affecting full- and part-time
workers in the private sector and in federal,
state, and local governments.

A

Fair Labor Standards Act

FLSA

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40
Q

U.S 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)

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41
Q

U.S. 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

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42
Q

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

A

Gender identity

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43
Q

Statement in U.S. 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

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44
Q

U.S 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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45
Q

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

A

Global integration (GI)

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46
Q

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

A

Globalization

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47
Q

Characteristic of an organization with a strong

global image but an equally strong local identity.

A

“Glocalization”

48
Q

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.

A

Governance

49
Q

U.S. case that set the standard for determining
whether discrimination based on disparate
impact exists.

A

Griggs v. Duke Power

50
Q

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

A

Hazard

51
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

52
Q

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

A

Identity alignment

53
Q

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

A 
Immigration Reform and
Control Act (IRCA)
54
Q

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

A

Inclusion

55
Q

Self-employed individuals hired on a contract

basis for specialized services.

A

Independent contractors

56
Q

Metrics that provide an early signal of

increasing risk exposures for an enterprise.

A

Key risk indicators (KRIs)

57
Q

U.S. act that imposed regulations on internal
union affairs and the relationship between union
officials and union members.

A

Labor Management
Reporting and Disclosure
Act (LMRDA)

58
Q

U.S. act that imposed several restrictions and

requirements on unions.

A 
Labor-Management
Relations Act (LMRA)
59
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

60
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

and Rubber Company

61
Q

U.S. 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

62
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)

63
Q

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

A

Moral hazard

64
Q

Organizations that own or control production or
service facilities in one or more countries other
than the home country

A

Multinational enterprises

MNEs

65
Q

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

A 
National Defense
Authorization Acts (NDAA)
66
Q

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

A

National Federation of
Independent Business v.
Sebelius

67
Q

U.S. act that protected and encouraged the
growth of the union movement; established
workers’ rights to organize and bargain
collectively with employers.

A

National Labor Relations

Act (NLRA)

68
Q

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

A

National origin

69
Q

Practice of contracting a part of business
processes or production to an external company
in a country that is relatively close (e.g., within
the same own region).

A

Near-shoring

70
Q

Landmark 1975 U.S. 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

71
Q

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

A

Nonexempt employees

72
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

73
Q

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

A

Occupational injury

74
Q

U.S. act that established the first national policy
for workplace 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

75
Q

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

A

Offshoring

76
Q

U.S. 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.

A 
Older Workers Benefit
Protection Act (OWBPA)
77
Q

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

A

Onshoring

78
Q

Process by which an organization contracts with
third-party vendors to provide selected services/
activities instead of hiring new employees.

A

Outsourcing

79
Q

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

A

Overtime pay

80
Q

2010 U.S. 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.

A

Patient Protection and
Affordable Care Act
(PPACA)

81
Q

1971 U.S. 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

Corporation

82
Q

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

A

Portal-to-Portal Act

83
Q

U.S. act that prohibits discrimination on the
basis of pregnancy, childbirth, or related
medical conditions.

A

Pregnancy Discrimination

Act

84
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 may not be aligned with the
principal’s incentives.

A

Principal-agent problem

85
Q

Extent to which underlying operations such as

IT, finance, or HR integrate across locations.

A

Process alignment

86
Q

People who are covered under a particular

federal or state antidiscrimination law.

A

Protected class

87
Q

States that a fiduciary of a plan covered by the U.S.
Employee Retirement Income Security Act 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

88
Q

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

A

Public comment period

89
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

90
Q

Modifying job application process, work
environment, or circumstances under which job
is performed to enable a qualified individual with
a disability to be considered for the job and
perform its essential functions.

A

Reasonable

accommodation

91
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

92
Q

Rules or orders issued by an administrative
agency of government that usually have the
force of law.

A

Regulation

93
Q

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

A

Repatriation

94
Q

Amount of uncertainty that remains after all risk

management efforts have been exhausted.

A

Residual risk

95
Q

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

A

Reverse innovation

96
Q

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

A

Risk

97
Q

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

A

Risk appetite

98
Q

Action taken to manage a risk.

A

Risk control

99
Q

System for identifying, evaluating, and
controlling actual and potential risks to an
organization.

A

Risk management

100
Q

An organization’s desired gain or acceptable

loss in value.

A

Risk position

101
Q

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

A

Risk scorecard

102
Q

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

A

Risk tolerance

103
Q

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

A

Sarbanes-Oxley Act (SOX)

104
Q 
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.
A

Sexual orientation

105
Q

Expected monetary loss every time a risk
occurs; calculated by multiplying asset value by
exposure factor.

A

Single loss expectancy

SLE

106
Q

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.

A

Sustainability

107
Q

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

A

Triple bottom line

108
Q

Procedural document designed to assist
employers in complying with federal regulations
prohibiting discrimination.

A

Uniform Guidelines on
Employee Selection
Procedures

109
Q

U.S. 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)

110
Q

Process by which a retirement benefit becomes

nonforfeitable.

A

Vesting

111
Q

Action of rejecting a bill or statute

A

Veto

112
Q

Legal doctrine under which a party can be held

liable for the wrongful actions of another party.

A

Vicarious liability

113
Q

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

A

Weingarten rights

114
Q

Reporting of an organization’s violations of

policies and processes by employees.

A

Whistleblowing

115
Q

U.S. 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

116
Q

Any fixed, recurring period of 168 consecutive

hours (7 days times 24 hours = 168 hours).

A

Workweek

SHRM-CP Exam (4 decks)

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