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Med 149 rev. chapt10
| Question | Answer |
|---|---|
| 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? | Employment discrimination, Wages and hours, Safety and welfare, 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? | Oral promises to the employee, A written contract, Company handbook, All of these |
| A right-to-know law is designed to protect | employees. |
| What federal publication is the primary source for locating OSHA standards? | Web site 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 | Safety for employees handling hazardous materials in the medical office requires employees to, post Safety Data Sheets for hazardous chemicals in use., initial and date records of safety training. All of these |
| The Clinical Laboratory Improvement Act (CLIA) | established minimum quality standards for all laboratory testing., has been extensively amended since it was first written., requires laboratories to obtain certification., All of these |
| Which of the following helps control infections in the medical office? | Wearing protective equipment when appropriate, Disposing of sharps appropriately, Cleaning/disinfecting work areas, All of these |
| Which laws allow an injured employee to file a claim with the state or federal government? | Workers' 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: | change 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. |
| Established the EEOC. | Civil Rights Act of 1964 |
| Makes it illegal to discriminate because of pregnancy, childbirth, or related medical conditions. | Pregnancy Discrimination Act |
| Protects employees aged 40 or older. | Age in Discrimination in Employment Act |
| Protects employees who engage in union or other organizational activities. | Wagner Act |
| Regulates private pension funds and employer benefit programs. | Employee Retirement Income Security Act |
| Regulates child labor and provides for minimum wages and overtime pay. | Fair Labor Standards Act |
| Requires equal pay for equal work. | Equal Pay Act |
| Provides minimum federal standards for quality laboratory testing. | Clinical Laboratory Improvement Act/Amendments |
| Protects individuals with physical or mental health disabilities. | Rehabilitation Act |
| Ensures a safe work environment. | Occupational Safety and Health Act |
| Provides for Medicare, unemployment insurance, disability, and OASI through FICA funding. | Social Security Act |
| This act makes it illegal to discriminate in hiring or firing because of union membership or organizational activities. | Wagner Act of 1935 |
| This act applies to businesses with 15 or more employees working at least 20 weeks of the year. The law prevents employers from discriminating in hiring or firing on the basis of race, color, religion, sex, or national origin. | Title VII of the Civil Rights Act of 1964 |
| This act applies to businesses with 20 or more employees working at least 20 weeks of the year. It prohibits discrimination in hiring or firing based on age, for persons aged 40 or older. | Age Discrimination in Employment Act (ADEA) of 1967 |
| This act applies to employers with federal contracts of $2,500 or more. It prohibits discrimination in employment practices based on physical disabilities or mental health. It also requires federal contractors to implement affirmative action plans in hiri | Rehabilitation Act of 1973 |
| This is an amendment to Title VII of the Civil Rights Act that makes it illegal to fire an employee based on pregnancy, childbirth, or related medical conditions. | 1976 Pregnancy Discrimination Act |
| The act prohibits discrimination in health insurance and employment based on genetic information. | Genetic Information Nondiscrimination Act of 2008 (GINA) |
| This act applies to all employers with 15 or more employees working at least 20 weeks during the year. Titles I and III of the act ban discrimination against persons with disabilities in the workplace, mandate equal access for workers who are disabled to | Titles I and V of the Americans with Disabilities Act of 1990 |
| This act provided two new important benefits for employees who prove discrimination: (1) Employees may collect punitive damages; (2) employees may collect damages for emotional distress associated with incidents of discrimination. | Civil Rights Act of 1991 |
| The type of insurance that might cover an employer if their employee is guilty of embezzlement | Surety bond |
| This must be indicated in the employment record of each employee | Number of exemptions claimed |
| This must be indicated on an employee’s annual form W-2 | Total earnings |
| A form of insurance established by federal and state statutes that provides reimbursement for workers who are injured on the job | Workers’ compensation |
| 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 | Unemployment insurance |
| The process of reviewing criminal and/ or financial history to confirm information about an applicant for employment | Background check |
| Employers contribute to a fund that is paid out to eligible unemployed workers | Federal Unemployment Tax Act (FUTA) |
| Temporary disability indemnity, in the form of weekly cash payments made directly to the injured or ill employee | Types of state compensation benefit |
| A concept of employment whereby either the employer or the employee can end the employment at any time, for any reason. | employment-at-will |
| A concept established by precedent that says an employer risks litigation if he or she does not have just cause for firing an employee. | wrongful discharge |
| An employer’s legal reason for firing an employee. | just cause |
| The common law concept of wrongful discharge when an employee has acted for the “common good.” | public policy |
| Prejudiced or prejudicial outlook, action, or treatment. | discrimination |
| Programs that use goals and quotas to provide preferential treatment for minority persons determined to have been underutilized in the past. | affirmative action |
| What causes most laboratory errors? | Technician error |
| What can happen if a laboratory result is incorrect due to technician error? | Unnecessary medications for the patient, Unnecessary procedures for the patient, Legal action, All of these |
| Because she is working in a laboratory that contains hazardous material, Marilyn’s workplace training should include all of the following except…. | A role in the emergency preparedness plan |
| Which of the following is true of the Clinical Laboratory Improvement Act (CLIA)? | It is also known as the Clinical Laboratory Improvement Amendments. |
| What should Jeannie document in the medical record? | Specimen discarded per facility policy |
| Besides violating hospital policy on specimen labeling, the direction that Jeannie received from her manager is also a violation of the minimum quality standards set by… | CLIA |
| What interpersonal skill is critical for Jeannie in this situation? | Effective communication |
| Health care workers may have biases that they are unaware of in regards to ….. | Economic or physical status, Age, Gender or race, All of these |
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