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Business Law Ch 23

Business Law with UCC Applications Ch 23

QuestionAnswer
Affirmative Action A policy designed to reduce the effects of past discrimination.
Collective Bargaining Agreement A contract negotiated by an employer and a labor union that covers all issues related to employment.
Disability Any physical or mental impairment that substantially limits one or more of the major life activities.
Disclaimer In employment law, a statement that regardless of provisions or policies in an employment handbook and regardless of oral promises to the contrary, an employment-at-will situation still exists between an employer and its employees.
Disparate Impact A type of discrimination in an employer's policy seems neutral on the surface but has an unequal or unfair impact on members of one or more of the protected classes.
Disparate Treatment Intentional discrimination against an individual or group belonging to a protected class. The protected classes are sex, race, color, religion, and national origin.
Employment-At-Will A doctrine followed by most jurisdictions in the United States that says an employer can dismiss an employee at any time for any reason.
Grievance Procedure A procedure that allows employees to appeal any decision an employer makes that employees feel violates just cause.
Implied Contract A contract created by the actions or gestures of the parties involved in the transaction.
Implied Covenant An implied promise in any employment relationship that the employer and the employee will be fair with each other.
Quid Pro Quo Sexual Harassment A supervisor's unwelcome advancement or suggestion to a subordinate to trade sexual favors for preferential treatment.
Reasonable Accommodation The quality of accommodation that allows a disabled worker to accomplish essential functions in the workplace without imposing undue hardship on the employer.
Reverse Discrimination A practice designed to eliminate discrimination against a protected class but that has the opposite effect on members of another protected class.
Business Necessity Businesses having a defense against a charge of disparate impact.
Undue Hardship The amount of inconvenience beyond that which is required of an employer who seeks to provide reasonable accommodation for a disabled worker.
Worker's Compensation Worker protection provided for by state statutes that compensates covered workers or their dependents for injury, disease, or death that occurs on the job or as a result of it.
Wrongful Discharge Exceptions to employment-at-will that give employees legal ground for lawsuits against employers who have dismissed them unfairly.
Genetic Information Nondiscrimination Act (GINA) A law passed by Congress that makes it unlawful for employers or insurance companies to make decisions based on genetic testing.
Hostile Work Environment Misconduct that creates an environment that is so offensive that it interferes with the employee's work performance.
Metadata In computer jargon, data that is used to record information about other computer data.
Military Caregiver Leave A provision under the Family Medical Leave Act which states that an employer must give an employee up to 26 weeks of leave time in a 12-month period to care for a family member who has a serious illness or injury which occurred because of military service
Qualifying Exigency Leave Leave time that is granted to employees permitting them to use as much as 20 weeks to take care of certain nonmedical emergencies during the time that a spouse, child, or parent is on active duty in the military.
Social Media Policy (SMP) A set of rules written by an employer telling employees what they can and cannot do when using electronic communication devices, formats, Web sites, and other electronic messaging techniques, such as blogs, text messages, tweets, skype, and e-mails.
Created by: dengler
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