Worplace

Question 1

Davis-Bacon Act

Answer 1

U.S. act that requires certain contractors and subcontractors to pay laborers and mechanics no less than the locally prevailing wages and fringe benefits for corresponding work on federal contracts.

Employee & Labor Relations

Question 2

National Federation of Independent Business V. Sebelius

Answer 2

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.

Employee & Labor Relations

Question 3

Labor-Management Relations Act (LMRA)

Answer 3

U.S. act that imposed several restrictions and requirements on unions.

Employee & Labor Relations

Question 4

McNamara-O’Hara Service Contract Act

Answer 4

U.S. act that requires contractors and subcontractors on certain contracts to pay service employees in various classes no less that the wage rates and fringe benefits found in the locality, or the rates found in the previous contractor’s collective bargaining agreement.

Employee & Labor Relations

Question 5

Occupational Safety and Health (OSH) Act

Answer 5

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.

Employee & Labor Relations

Question 6

NLRB V. Weingarten

Answer 6

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

Employee & Labor Relations

Question 7

Family and Medical Leave Act ( FMLA)

Answer 7

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

Employee & Labor Relations

Question 8

Occupational injury

Answer 8

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

Employee & Labor Relations

Question 9

Lechmere, Inc. v. NLRB

Answer 9

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

Employee & Labor Relations

Question 10

Uniformed Services Employment and Reemployment Rights Act (USERRA)

Answer 10

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

Employee & Labor Relations

Question 11

Drug-Free Workplace Act

Answer 11

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.

Employee & Labor Relations

Question 12

Worker Adjustment and Retraining Notification (WARN) Act

Answer 12

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.

Employee & Labor Relations

Question 13

National Defense Authorization Acts (NDAA)

Answer 13

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

Employee & Labor Relations

Question 14

Occupational illness

Answer 14

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

Employee & Labor Relations

Question 15

Employee Polygraph Protection Act (EPPA)

Answer 15

U.S. act that prevents private employers form requiring applicants or employees to take a polygraph test for preemployment screening or during the course of employments, with certain exceptions.

Employee & Labor Relations

Question 16

Employment at-will

Answer 16

Principle of employment in the U.S. that employers have the right to hire, fire, demote, and promote whomever they choose for any reason unless there is a law or contract to the contrary and that employees have the right to quit a job at any time.

Employee & Labor Relations

Question 17

National origin

Answer 17

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

Employee & Labor Relations

Question 18

Greggs V. Duke Power

Answer 18

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

Employee & Labor Relations

Question 19

Disparate impact

Answer 19

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

Example: requiring job applicants to pass a physical exam giving males an advantage over females.

Employee & Labor Relations

Question 20

Pregnancy Discrimination Act

Answer 20

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

Employee & Labor Relations

Question 21

Age Discrimination in Employment Act

Answer 21

ADEA
U.S. act that prohibits discrimination in the workplace on the basis of age.

Employee & Labor Relations

Question 22

Adverse impact

Answer 22

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

Employee & Labor Relations

Question 23

Uniform Guidelines on Employee Selection Procedures

Answer 23

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

Employee & Labor Relations

Question 24

Employment practices liability insurance

Answer 24

EPLI
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.

Employee & Labor Relations

Question 25

Protected Class

Answer 25

People who are covered under a particular federal or state antidiscrimination law. Employee & Labor Relations

Question 26

Comparable worth

Answer 26

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 classification and salaries. Employee & Labor Relations

Question 27

Older Workers Benefit Protection Act

Answer 27

OWBPA 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 rights to sue for age discrimination must meet in order to be up help by the court. Employee & Labor Relations

Question 28

Vicarious liability

Answer 28

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

Question 29

Portal-to-Portal Act

Answer 29

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

Question 30

Equal Employment Opportunity Act

Answer 30

U.S. act that amended the TitleVII and gave the Equal Employment Opportunity Commission authority to "backup" its administrative findings and conduct its own enforcement litigation. Employee & Labor Relations

Question 31

Vietnam Era Veteran's Readjustment Assistance Act

Answer 31

VEVRAA U.S. act that prohibits discrimination against specified categories of veterans applies to federal government contractors and subcontractors. Employee & Labor Relations

Question 32

Disparate treatment

Answer 32

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

Question 33

Fair and Accurate Credit Transactions Act

Answer 33

FACT Act 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. Employee & Labor Relations

Question 34

Sexual orientation

Answer 34

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. Employee & Labor Relations

Question 35

McDonnel Douglas Corp. V. Green

Answer 35

Case that established criteria for disparate treatment. Employee & Labor Relations

Question 36

Americans with Disabilities Act

Answer 36

ADA U.S. Act that prohibits discrimination against a qualified individual with a disability because of his/her disability. Employee & Labor Relations

Question 37

Genetic information Nondiscrimination Act

Answer 37

GINA U.S. act that prohibits discrimination against individuals on the basis of their genetic information in both employment and health insurance. Employee & Labor Relations

Question 38

Equal Pay Act

Answer 38

EPA U.S. act that prohibits wage discrimination by requiring equal pay for equal or "substantially equal" work performed by men and women. Employee & Labor Relations

Question 39

Ledbetter V. Goodyear Tire and Rubber Company

Answer 39

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. Employee & Labor Relations

Question 40

Workweek

Answer 40

Any fixed, recuring period of 168 consecutive hours (7 days' time 24 hours + 168 consecutive hours). Employee & Labor Relations

Question 41

Burlington Industries, Inc. V Ellerth

Answer 41

U.S. court ruling that distinguished between supervisory harassment that results in tangible employment action and supervisor harassment that does not. Employee & Labor Relations

Question 42

Vesting

Answer 42

Process by which a retirement benefit becomes nonforfeitable. Employee & Labor Relations

Question 43

Nonexempt employees

Answer 43

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

Question 44

Hostile environment harassment

Answer 44

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. Employee & Labor Relations

Question 45

Employee Retirement Income Security Act

Answer 45

ERISA 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. Employee & Labor Relations

Question 46

Walsh-Healey Public Contracts Act

Answer 46

U.S. act that establishes a minimum wage, maximum hours, and health and safety standards for contracts to manufacture or furnish materials, articles, or equipment to the U.S. government or the District of Columbia. Employee & Labor Relations

Question 47

Defense of Marriage Act

Answer 47

DOMA U.S. act that defined marriage as the union of one man and one woman and permitted states to not recognize same-sex marriages recognized by other states: rules unconstitutional by the United States Supreme Court. Employee & Labor Relations

Question 48

Labor Management Reporting and Disclosure Act

Answer 48

LMRDA U.S. act that imposed regulations on internal union affairs and relationship between union and officials and union members. Employee & Labor Relations

Question 49

Patient Protection and Affordable Care Act

Answer 49

PPACA 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. Employee & Labor Relations

Question 50

Lilly Ledbetter Fair Pay Act

Answer 50

U.S. act that creates a rolling time frame for fling wage discrimination claims and expands plaintiff field beyond employee who was discriminated against. Employee & Labor Relations

Question 51

General Duty Clause

Answer 51

Statement in U.S. Occupational Safety and Health Act that requires employers subject to the act to provide employees with a safe and healthy work environment. Employee & Labor Relations

Question 52

Weingarten rights

Answer 52

Union employees right in U.S. to have a union representative or coworker present during an investigatory interview. Employee & Labor Relations

Question 53

National Labor Relations Act

Answer 53

NLRA U.S. act that protected and encouraged the growth of the union movement; established workers' rights to organize and bargain collectively with employers. Employee & Labor Relations

Question 54

Electronic Communications Privacy Act

Answer 54

U.S. act that made it unlawful to intercept messages in transmission, access stored information in electronic communication services, or disclose any of this information. Employee & Labor Relations

Question 55

Consolidated Omnibus Budget Reconciliation Act

Answer 55

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

Question 56

Employees

Answer 56

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. Employee & Labor Relations

Question 57

ADA Amendments Act

Answer 57

ADAAA 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. Employee & Labor Relations

Question 58

Overtime pay

Answer 58

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 work week. Employee & Labor Relations

Question 59

Sarbanes-Oxley Act

Answer 59

SOX 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. Employee & Labor Relations

Question 60

Faragher v. City of Baca Raton

Answer 60

U.S. court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not. Employee & Labor Relations

Question 61

Quid pro quo harassment

Answer 61

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. Employee & Labor Relations

Question 62

Exempt employee

Answer 62

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

Question 63

Prudent person rule

Answer 63

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 investigating employee benefit program funds that a reasonably knowledgeable, prudent investor would under similar circumstances. Employee & Labor Relations

Question 64

Disability

Answer 64

Physical or mental impairment that substantially limits one's major life activities. Employee & Labor Relations

Question 65

Fair Labor Standards Act

Answer 65

FLSA U.S. act that establishes minimum wage, overtime pay, youth employment, and record-keeping standards affecting full- and part-time workers in the private sector and in federal, state, and local governments. Employee & Labor Relations

Question 66

Bona fide occupational qualification

Answer 66

BFOQ 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. Employee & Labor Relations

Question 67

Civil Rights Act of 1991

Answer 67

U.S. act that expands the possible damage awards available to victims of international discrimination to include compensatory and punitive damages; gives plaintiffs in cases of alleged discrimination the right to a jury trial. Employee & Labor Relations

Question 68

Gender identity

Answer 68

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

Question 69

Phillips V Martin Mariettta Corporation

Answer 69

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 children. Employee & Labor Relations

Question 70

Fair Credit Reporting Act

Answer 70

FCRA U.S. act that protects privacy of background information and ensures that information supplied is accurate. Employee & Labor Relations

Question 71

Immigration Reform and Control Act

Answer 71

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

Question 72

Civil Rights Act of 1964

Answer 72

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

Question 73

Executive Order 13672

Answer 73

Amends Executive orders 11478 and 11246 to include gender identity and sexual orientation. Employee & Labor Relations

Question 74

Independent contractors

Answer 74

Self-employed individuals hired on a contact basis for specialized services. Employee & Labor Relations

Question 75

Reasonable accomodations

Answer 75

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

Question 76

Near-shoring

Answer 76

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

Question 77

Offshoring

Answer 77

Method by which an organization relocates its processes or production to an international location through subsidiaries or third party affiliates. Managing a Global Workforce

Question 78

Repatriation

Answer 78

Process by which employees returning from international assignments reintegrate into their home country's culture, conditions, and employment. Managing a Global Workforce

Question 79

Multinational enterprises

Answer 79

MNEs Organizations that own or control production or service facilities in one or more countries other than the home country. Managing a Global Workforce

Question 80

Globalization

Answer 80

Status of growing interconnectedness and interdependency among countries, people, markets, and organizations worldwide. Managing a Global Workforce

Question 81

Onshoring

Answer 81

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

Question 82

Outsourcing

Answer 82

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

Question 83

Identity alignment

Answer 83

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

Question 84

Local responsiveness

Answer 84

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

Question 85

Redeployment

Answer 85

Process by which an organization moves an employee out of an international assignment; can involve moving back to the home country, moving to different global locations, or moving to a new location. Managing a Global Workforce

Question 86

Assignees

Answer 86

Employees who work outside of their home countries Managing a Global Workforce

Question 87

Global integration

Answer 87

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

Question 88

Ethnocentric Orientation

Answer 88

Definition: A multinational corporation orientation where the home country's values, culture, and practices are considered superior and guide decision-making across global operations. Characteristics: Centralized control, key positions held by home country nationals, limited adaptation to local markets.

Question 89

Polycentric Orientation

Answer 89

Definition: A multinational corporation orientation that emphasizes adapting to local cultures, practices, and market conditions in each host country where the company operates. Characteristics: Decentralized decision-making, local autonomy, hiring host country nationals for key positions.

Question 90

Geocentric Orientation

Answer 90

Definition: A multinational corporation orientation that seeks to integrate global operations by focusing on finding the best talent globally, regardless of nationality, and promoting a cohesive organizational culture. Characteristics: Global mindset, talent mobility across regions, emphasis on global consistency while accommodating local differences.

Question 91

Regiocentric Orientation

Answer 91

Definition: A multinational corporation orientation that views the world in regional segments and tailors strategies and operations to fit the needs and characteristics of each region. Characteristics: Regional focus, customized approaches for different regions, balancing global standards with regional nuances.

Question 92

Upstream Strategy

Answer 92

Definition: An upstream strategy focuses on activities that occur earlier in the value chain, such as research and development, supplier management, and strategic partnerships. Characteristics: Long-term planning, innovation, supply chain optimization, risk management.

Question 93

Downstream Strategy

Answer 93

Definition: A downstream strategy concentrates on activities that occur later in the value chain, including marketing, distribution, sales, and customer service. Characteristics: Market positioning, customer satisfaction, revenue generation, brand management.

Question 94

Globalist

Answer 94

Spends their entire careers in international assignments, moving from one locale to another.

Question 95

Local hires

Answer 95

Hired locally in subsidiary countries (and are also known as HCs, host-country nationals)

Question 96

Short-term assignees

Answer 96

On assignment for less than a year but more than a few weeks, often without moving the family.

Question 97

International assignees

Answer 97

Traditional expatriates on full relocation assignments lasting from one to three years.

Question 98

Commuters

Answer 98

Travel across a country border for work regularly.

Question 99

Just-in-time expatriates

Answer 99

Ad hoc or contract workers hired for a single assignment.

Question 100

Sustainability

Answer 100

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.

Question 101

Ethics

Answer 101

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.

Question 102

Corporate social responsibility

Answer 102

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.

Question 103

Tripple bottom line

Answer 103

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

Question 104

Governance

Answer 104

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.

Question 105

Compliance

Answer 105

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.

Question 106

Residual risk

Answer 106

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

Question 107

Contingency plan

Answer 107

Protocol that an organization implements when an identified risk event occurs.

Question 108

Risk Tolerance

Answer 108

A characterization of the amount of uncertainty (acceptable risk) an organization is willing to pursue or to accept to attain its risk management goals, defined in a range above and below a target.

Question 109

Risk scorecard

Answer 109

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

Question 110

Duty of care

Answer 110

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.

Question 111

Risk position

Answer 111

Organization's desired gain or acceptable loss in value.

Question 112

Princpal-agent problem

Answer 112

Situation in which an agent (for example, an employee makes decisions for a principle (for example and employer) potentially on the basis of personal incentives that may not be aligned with the principal's incentives.

Question 113

Risk

Answer 113

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

Question 114

Annualized loss expectancy (ALE)

Answer 114

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

Question 115

Conflict of interest

Answer 115

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.

Question 116

Moral hazard

Answer 116

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.

Question 117

Risk management

Answer 117

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

Question 118

Risk control

Answer 118

Action taken to manage a risk.

Question 119

Risk appetite

Answer 119

Ahigh-level characterization of the amount of uncertainty (acceptable risk) an organization is willing to pursue or to accept to attain its risk management goals.

Question 120

Hazard

Answer 120

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

Question 121

Whistle blowing

Answer 121

Reporting of an organization's violations of policies and processes by employees.

Question 122

Key risk indicators (KRIs)

Answer 122

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

Question 123

Single loss expectancy (SLE)

Answer 123

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