WGU C233 Vocabulary

WGU C233 Vocabulary Leave the first rating Students also studied Terms in this set (70) Social SciencesLaw Civil Law Save ACEDs Practice Teacher 41 terms maxk85791Preview Court Reporting Policies and Fees i...Teacher 201 terms Ombija_TingaPreview NALA Certified Paralegal Exam Ter...Teacher 713 terms mohmuriithi3Preview FL Busi Teacher Fine Practice questions for this set Learn1 / 7Study using Learn A physical or mental condition that hinders an employee's movement or activities.AgencyA contract relationship between a principal and an agent whereby the principal authorizes the agent to work on his or her behalf and with power to bind the principal.Appropriation of Image of LikenessA type of tort in which an employer uses the name, image, or likeness of an employee for commercial purposes in a way that is not described in the job description.Choose an answer 1Agency2"Disability" defined by ADA 3Concerted Activity under NLRA4Bargaining unit Don't know?

Assumption of RiskAn employer defense that states an employee knows and accepts the risk of potential injury in a certain position.Authorization cardsAn authorization card is a form signed by an employee to designate a union as his or her bargaining agent. The union authorization card is legally binding on the employee, despite any claims the union may make to the contrary.Bargaining unitA group of workers represented by a union in collective bargaining.Bona Fide Occupational Qualification (BFOQ)A reasonable employment qualification that an employer is allowed to consider when making decisions about hiring and retaining employees.Breach of DutyA breach of the duty of care occurs when one fails to fulfill his or her duty of care to act reasonably in some aspect.Business NecessityA legitimate business purpose that justifies an employment decision as effective and necessary.Closed shopAn illegal requirement that an employee is a union member.Collective bargainingThe negotiation process between unions and employers.Compensatory Time under FLSAAn option for public employers to allow time off for employees instead of payment.Compliance Requirement under OSHAA mandate that all employers comply with all safety and health requirements issued by the Department of Labor.Concerted Activity under NLRAAny effort by employees to join together to seek improvement in working conditions.Contributory NegligenceAn employer defense that an employee's errant conduct contributed to a workplace injury.DefamationCommunicating false statements that harm a person's reputation.Defined Benefit PlanA type of pension plan that provides a fixed amount of payment upon retirement.Defined Contribution PlanA type of pension plan in which an employer sets aside a certain amount each year for the employee, to be distributed upon retirement."Disability" defined by ADAA physical or mental condition that hinders an employee's movement or activities.Dual purpose missionThis occurs when an employee conducts personal and work business at the same time; subjecting the employer to liability for the employee's actions.Due DiligenceReasonable steps are taken by an employer to ensure that applicants are eligible to be hired.

Due processFair treatment through the normal judicial system, especially as a citizen's entitlement.Duty to bargain in good faithA concept that requires a mutual obligation of both parties to participate actively in negotiations by demonstrating intent to resolve a dispute.EmployerOne who employs the services of others in exchange for wages.E-verifyAn online tool administered through the U.S. Citizenship and Immigration Services (USCIS) and used by employers to verify the validity of documents presented by new hires.Exempt EmployeeEmployees who are fully or partially free from FLSA provisions.Fellow Servant RuleAn employer defense that another employee, not the employer, caused a workplace injury.FiduciaryAn entity that acts as a guardian or caretaker.Fiduciary DutyA fiduciary is a person who holds a legal or ethical relationship of trust with one or more other parties. Typically, a fiduciary prudently takes care of money or other assets for another person.Free-riders with regards to bargaining unitsAn employee who does not belong to a union, but benefits from union representation.Frolic and detourAn employee's physical departure from the job in order to further his or her own interests and not the employer's.Gender Plus DiscriminationThe discrimination that results when an employer classifies employees on the basis of gender, plus another characteristic.General Duty Clause under OSHARequires employers to provide their employees with a safe and hazard-free place of employment.Going and coming ruleA legal principle that removes an employer's liability from employees' actions going to and from their place of employment.Illegal bargaining subjectsA bargaining subject that cannot legally be implemented into a collective bargaining agreement.ImpasseA deadlock reached by two bargaining parties whereby an issue cannot be resolved.Integrated enterpriseA business environment in which operations of two or more employers are so intertwined that they can be considered as a single employer for purposes of federal statutory coverage and liability.Intrusion Upon SeclusionA type of tort in which an employer intrudes upon an employee's private information.

"Key Employee" defined by FMLAA "key employee" is a salaried, FMLA-eligible employee who is among the highest-paid 10 percent of all the employees employed by the employer within 75 miles of the employee's worksite.Lock outAn employer's temporary work stoppage initiated during a labor dispute.Major Life Activity defined by ADAA daily activity that an average person can perform with little or no difficulty.Mandatory bargaining subjectsA required bargaining subject that involves wages, benefits, hours, and layoff procedures.Mass Layoff under WARN ActA workforce reduction at a single employment site during a 30-day period which is not caused by a plant closing.Negligent HiringA claim in which the employer knew or should have known about an employee's history of violence or untrustworthiness.Negligent RetentionA claim that arises when an employer fails to terminate an employee when it is apparent that he or she poses a danger to others.NLRBA federal administrative agency that administers the provisions of the NLRA.Non-exempt EmployeeWorkers who are entitled to earn the federal minimum wage and qualify for overtime pay, which is calculated as one-and-a-half times their hourly rate, for every hour they work, above and beyond a standard 40-hour workweek.Permissive bargaining subjectsA bargaining subject that either party may bring to the table, but over which the other party is not required to bargain.Placement in a False LightIn law, false light is a tort concerning privacy that is similar to the tort of defamation. The privacy laws in the United States include a non-public person's right to protection from publicity which puts the person in a false light to the public.Plant Closing under WARN ActA single site of employment that is permanently or temporarily shut down for 6 months, or with a 50% reduction in hours over a 6-month period, and impacts 50 or more full-time employees for a 30-day period.PrecedentA controlling rule, example, or guide established by a judge that provides a framework for other judges to follow in later cases.Prima Facie Case(Latin for "at first sight") Evidence-based on the first impression.Progressive DisciplinePerformance management tool designed to modify employee behavior by using a set of increasingly severe discipline steps, with consequences, that hold the employee responsible.Public Disclosure of Private FactsA type of tort in which an employer negligently or intentionally discloses an employee's private information.