D352 WGU-OA Study Guide
Study online at https://quizlet.com/_ghlznd
1. Worker Adjust- Enacted in 1988, it gives terminated workers an opportunity to search for other
ment and Re- employment or obtain additional training.
training Notifica-
tion Act (WARN) WARN requires employers with over 100 employees to provide detailed written
(Time before advance notification of plant closings and mass layoffs to affected employees. 60
Mass Layoff) days advance notice for plant closings and mass layoffs.
2. Yellow Dog Con- A document whereby an employee agrees not to organize or join a union.
tract
3. 20-factor Analy- A guide adopted by the Internal Revenue Service for determining if a worker should
sis be classified as an independent contractor.
4. Affirmative Ac- Any action taken by an employer to overcome discriminatory effects of past or
tion (AA) current practices that create barriers to equal employment opportunity.
5. Affirmative Ac- "Plan that analyzes a workforce to determine whether protected classes are under-
tion Plan utilized in different job groups and describes how an organization will address any
underutilization that exists."
6. Age Discrimina- Treating an applicant or employee less favorably because of his or her age.
tion
7. Age Discrimina- Enacted in 1967, it protects employees who are 40 years of age and older.
tion in Employ-
ment Act (ADEA)
8. Americans with Employers with 15 or more employees are prohibited from discriminating against
Disabilities Act people with disabilities. In general, the employment provisions of the ADA require
(ADA) equal opportunity in selecting, testing, and hiring qualified applicants with disabil-
ities; job accommodation for applicants and workers with disabilities when such
accommodations would not impose "undue hardship;" and equal opportunity in
promotion and benefits.
, D352 WGU-OA Study Guide
Study online at https://quizlet.com/_ghlznd
9. Tort A civil wrong which causes someone harm.
10. U.S Constitution Established America's national government and fundamental laws, and guaran-
teed certain basic rights for its citizens.
11. Sexual Harass- Harassment directed at an employee because of his or her gender.
ment
12. Stare Decisis (Latin for "let the decision stand") the doctrine of a court following the precedent
of an earlier court
13. Supremacy Article VI, Paragraph 2 of the Constitution is commonly referred to as the Suprema-
Clause cy Clause. It establishes that the federal constitution, and federal law generally,
take precedence over state laws, and even state constitutions.
14. Quid Pro Quo (Latin for "this for that") The notion that an employer seeks sexual favors in
exchange for some positive employment outcome for an employee.
15. Reasonable Ac- A reasonable change to the work environment that allows an individual with a
commodation disability to perform job functions.
16. Rebuttal The action of contradicting or opposing by formal legal argument, plea, or coun-
tervailing proof. In this step the plaintiff responds to the employer during an EEOC
discrimination claim hearing.
17. Reverse Discrimi- Discrimination that occurs when an employer, acting under an affirmative action
nation plan, favors one race or gender in an employment decision.
18. Scope of Employ- Employee conduct that is reasonably relative to a job description.
ment
19. Permissive Bar- A bargaining subject that either party may bring to the table, but over which the
gaining Subject other party is not required to bargain.
Study online at https://quizlet.com/_ghlznd
1. Worker Adjust- Enacted in 1988, it gives terminated workers an opportunity to search for other
ment and Re- employment or obtain additional training.
training Notifica-
tion Act (WARN) WARN requires employers with over 100 employees to provide detailed written
(Time before advance notification of plant closings and mass layoffs to affected employees. 60
Mass Layoff) days advance notice for plant closings and mass layoffs.
2. Yellow Dog Con- A document whereby an employee agrees not to organize or join a union.
tract
3. 20-factor Analy- A guide adopted by the Internal Revenue Service for determining if a worker should
sis be classified as an independent contractor.
4. Affirmative Ac- Any action taken by an employer to overcome discriminatory effects of past or
tion (AA) current practices that create barriers to equal employment opportunity.
5. Affirmative Ac- "Plan that analyzes a workforce to determine whether protected classes are under-
tion Plan utilized in different job groups and describes how an organization will address any
underutilization that exists."
6. Age Discrimina- Treating an applicant or employee less favorably because of his or her age.
tion
7. Age Discrimina- Enacted in 1967, it protects employees who are 40 years of age and older.
tion in Employ-
ment Act (ADEA)
8. Americans with Employers with 15 or more employees are prohibited from discriminating against
Disabilities Act people with disabilities. In general, the employment provisions of the ADA require
(ADA) equal opportunity in selecting, testing, and hiring qualified applicants with disabil-
ities; job accommodation for applicants and workers with disabilities when such
accommodations would not impose "undue hardship;" and equal opportunity in
promotion and benefits.
, D352 WGU-OA Study Guide
Study online at https://quizlet.com/_ghlznd
9. Tort A civil wrong which causes someone harm.
10. U.S Constitution Established America's national government and fundamental laws, and guaran-
teed certain basic rights for its citizens.
11. Sexual Harass- Harassment directed at an employee because of his or her gender.
ment
12. Stare Decisis (Latin for "let the decision stand") the doctrine of a court following the precedent
of an earlier court
13. Supremacy Article VI, Paragraph 2 of the Constitution is commonly referred to as the Suprema-
Clause cy Clause. It establishes that the federal constitution, and federal law generally,
take precedence over state laws, and even state constitutions.
14. Quid Pro Quo (Latin for "this for that") The notion that an employer seeks sexual favors in
exchange for some positive employment outcome for an employee.
15. Reasonable Ac- A reasonable change to the work environment that allows an individual with a
commodation disability to perform job functions.
16. Rebuttal The action of contradicting or opposing by formal legal argument, plea, or coun-
tervailing proof. In this step the plaintiff responds to the employer during an EEOC
discrimination claim hearing.
17. Reverse Discrimi- Discrimination that occurs when an employer, acting under an affirmative action
nation plan, favors one race or gender in an employment decision.
18. Scope of Employ- Employee conduct that is reasonably relative to a job description.
ment
19. Permissive Bar- A bargaining subject that either party may bring to the table, but over which the
gaining Subject other party is not required to bargain.
