DHYG Exam Study Guide+Questions and
Verified Answers
title VII of the civil rights act of 1964
-protects against discrimination based on race, color, religion, sex, or national origin
-applies to employers w/ 15+ employees
pregnancy discrimination act (amendment to title VII)
-applies to pregnancy, childbirth, and related conditions
-cannot refuse to hire or treat pregnancy differently from any other medical
condition -health insurance must cover pregnancy and related issues
equal pay act of 1963
protects men and women from sex based wage discrimination
age discrimination in employment act of 1967
-prohibits discrimination based on age (40+)
-applied to employers w/ 20+ employees
americans w/ disabilities act of 1990
-prohibits discrimination against a qualified individual w/ a mental or physical impairment
that substantially limits a major life activity
-applies to employers w/ 15+ employees
uniformed services employment and reemployment rights act of 1994
,protects civilian job rights and benefits for veterans and members of reserve called to active
duty
state laws
-can be more strict than federal
-can extend provisions of federal laws against employment
discrimination -can redefine nondiscrimination provisions -can extend
the scope of protection
equal employment opportunity commission (EEOC)
-enforces federal laws against discrimination
-15 districts w/ field offices
-employer cannot retaliate against an employee who opposes violations of employment
discrimination laws
family medical leave act of 1993
-makes medically necessary leave available
-applies to employers w/ 50+ employees
-applicant needs to have worked for 1250 hours during the previous 12 months
-covers up to 12 weeks of unpaid leave during a 12 month period for specific
reasons -leave can be intermittent
reasons for leave under the family medical leave act of 1993
-birth and care of a newborn child w/in 1 year of
birth -placement of a child for adoption or foster care
-provision of care for an immediate family member (spouse, child, or parent) w/ a serious
health condition (includes in loco parentis)
0seious health condition that makes an employee unable to perform the function of
their position
-any qualifying exigency arising out of the fact that a family member (spouse, son or daughter,
,or parent) is a covered military member on "covered active duty"
-26 workweeks of leave during a single 12 month period to care for a covered service
member w/ a serious injury or illness if the eligible employee is the service member's spouse,
son, daughter, parent, or next of kin (military caregiver leave)
occupational safety and health act of 1970
-ensures safe working conditions for employees
-employers and employees must comply w/ standards and training
requirements -guidelines are mandatory
sexual harasssment
-violation of title VII
-unwelcomed sexual advances
-requests for sexual favors
-verbal or physical conduct of a sexual nature and is a condition of
employment -intimidating, hostile, offensive work environment
what are the two categories of harassing behavior?
1. quid pro quo
2. hostile environment
quid pro quo
-something for something
-submission is used as the basis for employment
decision -submission is a term of employment -
unwelcomed sexual harassment
hostile environment
-any type of unwanted sexual behavior
-does not need to have economic consequences
-must be unwelcome
, -must create an abusive environment
-employer has constructive knowledge but takes no action
constructive knowledge
legal term that means that the employer, under the circumstances, should have known about
the hostile work environment
examples of behaviors that may create a hostile work environment
-spoken, written, or email communication that is sexually explicit in nature
-unsolicited or unwelcome flirtations or propositions -conversation w/ a
sexual content or innuendo
-suggestive comments about the person's physical
appearance -unwanted touching
-display of sexually suggestive visual materials, such as magazines, posters, cartoons, photos, or
screen shots
-intrusive questions about the person's personal
life -descriptions of the harasser's sexual
experiences -use of terms, such as honey
cultural competence
-awareness and acknowledgment of individual's unique
characteristics -including cultural beliefs and practices
bullying and cyberbullying
-repeated actions or threats directed toward a person by someone (or a group) w/ more
power -can be physical, verbal, psychological, or a combination -cyberbullying involves the use
of technology
risk management
Verified Answers
title VII of the civil rights act of 1964
-protects against discrimination based on race, color, religion, sex, or national origin
-applies to employers w/ 15+ employees
pregnancy discrimination act (amendment to title VII)
-applies to pregnancy, childbirth, and related conditions
-cannot refuse to hire or treat pregnancy differently from any other medical
condition -health insurance must cover pregnancy and related issues
equal pay act of 1963
protects men and women from sex based wage discrimination
age discrimination in employment act of 1967
-prohibits discrimination based on age (40+)
-applied to employers w/ 20+ employees
americans w/ disabilities act of 1990
-prohibits discrimination against a qualified individual w/ a mental or physical impairment
that substantially limits a major life activity
-applies to employers w/ 15+ employees
uniformed services employment and reemployment rights act of 1994
,protects civilian job rights and benefits for veterans and members of reserve called to active
duty
state laws
-can be more strict than federal
-can extend provisions of federal laws against employment
discrimination -can redefine nondiscrimination provisions -can extend
the scope of protection
equal employment opportunity commission (EEOC)
-enforces federal laws against discrimination
-15 districts w/ field offices
-employer cannot retaliate against an employee who opposes violations of employment
discrimination laws
family medical leave act of 1993
-makes medically necessary leave available
-applies to employers w/ 50+ employees
-applicant needs to have worked for 1250 hours during the previous 12 months
-covers up to 12 weeks of unpaid leave during a 12 month period for specific
reasons -leave can be intermittent
reasons for leave under the family medical leave act of 1993
-birth and care of a newborn child w/in 1 year of
birth -placement of a child for adoption or foster care
-provision of care for an immediate family member (spouse, child, or parent) w/ a serious
health condition (includes in loco parentis)
0seious health condition that makes an employee unable to perform the function of
their position
-any qualifying exigency arising out of the fact that a family member (spouse, son or daughter,
,or parent) is a covered military member on "covered active duty"
-26 workweeks of leave during a single 12 month period to care for a covered service
member w/ a serious injury or illness if the eligible employee is the service member's spouse,
son, daughter, parent, or next of kin (military caregiver leave)
occupational safety and health act of 1970
-ensures safe working conditions for employees
-employers and employees must comply w/ standards and training
requirements -guidelines are mandatory
sexual harasssment
-violation of title VII
-unwelcomed sexual advances
-requests for sexual favors
-verbal or physical conduct of a sexual nature and is a condition of
employment -intimidating, hostile, offensive work environment
what are the two categories of harassing behavior?
1. quid pro quo
2. hostile environment
quid pro quo
-something for something
-submission is used as the basis for employment
decision -submission is a term of employment -
unwelcomed sexual harassment
hostile environment
-any type of unwanted sexual behavior
-does not need to have economic consequences
-must be unwelcome
, -must create an abusive environment
-employer has constructive knowledge but takes no action
constructive knowledge
legal term that means that the employer, under the circumstances, should have known about
the hostile work environment
examples of behaviors that may create a hostile work environment
-spoken, written, or email communication that is sexually explicit in nature
-unsolicited or unwelcome flirtations or propositions -conversation w/ a
sexual content or innuendo
-suggestive comments about the person's physical
appearance -unwanted touching
-display of sexually suggestive visual materials, such as magazines, posters, cartoons, photos, or
screen shots
-intrusive questions about the person's personal
life -descriptions of the harasser's sexual
experiences -use of terms, such as honey
cultural competence
-awareness and acknowledgment of individual's unique
characteristics -including cultural beliefs and practices
bullying and cyberbullying
-repeated actions or threats directed toward a person by someone (or a group) w/ more
power -can be physical, verbal, psychological, or a combination -cyberbullying involves the use
of technology
risk management
