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MED149 Chapter 10
Medical Ethics
| Question | Answer |
|---|---|
| Wagner Act of 1935 | This act makes it legal to discriminate in hiring or firing because of union membership or organizational activities. |
| Civil Rights Act of 1964 (Title VII) | 15 or more employees working min. 20hr weeks a year. Law that prevents employers from discriminating in hiring/firing on biases. |
| Affirmative Action | Programs that use goals and quotas to increase the representation of underrepresented groups as a way to remedy the effects of past discrimination. |
| Age Discrimination in Employment Act (ADEA) of 1976 | 20 or more employees, prohibits discrimination in hiring/firing based on age 40 or older. |
| Rehabilitation Act of 1973 | Applies to federal contracts of 2,500 +. It prohibits discrimination in employment practices based on physical disabilities/mental health. |
| Pregnancy Discrimination Act of 1976 | This amendment to title vii of the civil rights act that makes it illegal to fire based on pregnancy, childbirth, or related medical conditions. |
| Americans with Disabilities Act of 1990 | 15 or more employees, Title I of the act ban discrimination against persons with disabilities in the workplace. |
| Civil Rights Act of 1991 | This act provided 2 new important benefits for employees who prove discrimination. May collect punitive damages, and damages for emotional distress. |
| Genetic Information Nondiscrimination Act of 2008 (GINA) | This act prohibits discrimination in health insurance and employment based on genetic information. |
| Lilly Ledbetter Fair Pay Act of 2009 | This Law responds to the Supreme Court's decision: Any individual who is "affected by" unlawful discrimination, and recovery of back pay. |
| Social Security Act of 1935 | Funded by Federal Insurance Contribution Act (FICO) which encompasses old age, survivors' insurance, public disability insurance etc. |
| Fair Labor Standards Act of 1938 | Prohibits child labor and the firing of employees for excersing their rights under the acts wage and hour standards. |
| Equal Pay Act of 1963 | An amendment to the Fair Labor Standards Act, requires equal pay for men and women doing equal work. |
| Background check | The process of reviewing criminal or financial history to confirm information about an applicant for employment. |
| Chemical Hygiene Plan | Standard for Occupational Exposure to Hazardous Chemicals in Laboratories that clarifies the handling of hazardous chemicals in medical laboratories. |
| Clinical Laboratory Improvement Act (CLIA) | Amendments federal statute passed in 1988 that established minimum quality standards for all laboratory testing. |
| Discrimination | Prejudiced or prejudicial outlook, action, or treatment. |
| employment-at-will | A concept of employment whereby either the employer or the employee can end the employment at any time, for any reason. |
| General Duty Clause | A section of the Hazard Communication Standard stating that any equipment that may pose a health risk must be specified as a hazard. |
| Hazard Communication Standard (HCS) | An OSHA standard intended to increase health care practitioners’ awareness of risks, improve work practices and appropriate use of personal protective equipment, and reduce injuries and illnesses in the workplace. |
| just cause | An employer’s legal reason for firing an employee. |
| Medical Waste Tracking Act | The federal law that authorizes OSHA to inspect hazardous medical wastes and to cite offices for unsafe or unhealthy practices regarding these wastes. |
| Occupational Exposure to Bloodborne Pathogen Standard | An OSHA regulation designed to protect health care workers from the risk of exposure to bloodborne pathogens. |
| Occupational Safety and Health Administration (OSHA) | Established by the Occupational Safety and Health Act of 1970, the organization that is charged with writing and enforcing compulsory standards for health and safety in the workplace. |
| public policy | The common law concept of wrongful discharge when an employee has acted for the “common good.” |
| right-to-know laws | State laws that allow employees access to information about toxic or hazardous substances, employer duties, employee rights, and other workplace health and safety issues. |
| United Nations Globally Harmonized System of Classification and Labeling of Chemicals (GHS) | Led to a 2012 revision of the Hazard Communication Standard in order to transform “right to know” to “right to understand,” in line with GHS. |
| workers’ compensation | A form of insurance established by federal and state statutes that provides reimbursement for workers who are injured on the job. |
| wrongful discharge | A concept established by precedent that says an employer risks litigation if there is no just cause for firing an employee. |
| Under the concept of employment-at-will, who has the right to terminate employment? | Both the employer and the employee |
| When might an employee who is fired sue the former employer for wrongful discharge? | At any time if the employee was discharged for an illegal reason |
| Which of the following reasons for discharge is not illegal under antidiscrimination laws? | The employee has been unable to master the requirements of the job. |
| Which of the following common law concepts protects an employee who reports an employer's illegal chemical dumping activities? | Public policy |
| Which of the following federal laws protects employees from potential discrimination? | Civil Rights Act of 1964 |
| Which of the following federal laws protects employees from sexual harassment in the workplace? | Civil Rights Act of 1964 |
| Which of the following is not a form of sexual harassment in the workplace? | A female supervisor hires a male assistant. |
| Which federal office can be contacted to report charges or complaints of employment discrimination? | Equal Employment Opportunity Office |
| Which of the following employment issues do federal laws generally address? | All of these |
| A form of sexual harassment that means "something for something" is called: | Quid pro quo. |
| Which of the following types of evidence may an employee produce to substantiate a wrongful discharge claim? | All of these |
| A right-to-know law is designed to protect? | Employees |
| What federal publication is the primary source for locating OSHA standards? | Website of OSHA |
| Which of the following does not govern work done in a clinical setting? | Social Security Act |
| Which of the following is an OSHA regulation that applies to hazardous equipment in the workplace? | General Duty Clause |
| Which of the following is not true of OSHA's Hazard Communication Standard? | Has never been revised |
| Safety for employees handling hazardous materials in the medical office requires employees to? | All of these |
| Which of the following helps control infections in the medical office? | All of these |
| Which laws allow an injured employee to file a claim with the state or federal government? | Worker's Compensation |
| Which of the following is generally not a reason for an ex-employee to be denied an unemployment claim? | Quit due to sexual harassment. |
| Which of the following are generally not eligible for unemployment benefits? | Independent contractors and the self employed. |
| Which of the following questions is illegal to ask a job applicant? | Do you have children |
| A W-2 Form typically does not include: | Changes in employee's marital status. |
| A type of insurance that allows employers to collect if employees embezzle or otherwise steal business funds is called: | Surety Bond |
| Civil Rights Act of 1964 | Established the EEOC |
| Age in Discrimination in Employment Act | Protects employees aged 40 and older |
| Number of exemptions claimed | This must be indicated in the employment record of each employee |
| Total earnings | This must be indicated on an employee’s annual form W-2 |
| Federal Unemployment Tax Act (FUTA) | Employers contribute to a fund that is paid out to eligible unemployed workers |
| Background check | The process of reviewing criminal and/ or financial history to confirm information about an applicant for employment |
| Types of state compensation benefit | Temporary disability indemnity, in the form of weekly cash payments made directly to the injured or ill employee |
| Unemployment insurance | Insurance (sometimes called reemployment insurance) funds are managed jointly by state and federal governments. Under the Federal Unemployment Tax Act (FUTA), employers contribute to a fund that is paid out to eligible unemployed workers |
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