Study 08 Employment Law and Workplace Compliance with 12 free online flashcards. Review key terms, definitions, and concepts with this interactive flashcard deck.
What affects which employment laws apply?
Federal law sets important baselines, while state or local rules may provide broader protections or stricter requirements. Applicable rules can depend on employer size, industry, job duties, and location.
What pay standards does the FLSA set?
The Fair Labor Standards Act (FLSA) sets federal minimum-wage and overtime standards for covered, nonexempt employees. State or local law may require more.
What does the FMLA provide eligible employees?
The Family and Medical Leave Act (FMLA) provides eligible employees of covered employers with job-protected leave for qualifying family and medical reasons.
What workplace activity does the NLRA protect for many employees?
The National Labor Relations Act protects many employees who discuss wages and working conditions with coworkers or act together to raise workplace concerns. Coverage is not universal.
Which characteristics are protected by federal equal-employment laws?
Federal equal-employment laws address discrimination based on characteristics including race, religion, sex, national origin, age 40 or older, disability, and genetic information. Coverage and exceptions vary by law.
What are two ways workplace discrimination can occur?
Discrimination can involve different treatment because of a protected characteristic or a seemingly neutral practice that unlawfully disadvantages a protected group.
How should an employer respond to a harassment complaint?
Harassment based on a protected characteristic can violate the law. Employers should respond promptly, investigate impartially, document findings, and take appropriate corrective action when warranted.
What can count as workplace retaliation?
Retaliation is penalizing someone for protected activity, such as raising a good-faith discrimination concern or participating in an investigation. It can include an unjustified demotion, worse assignment, or threat—not only termination.
When must a covered employer consider an ADA accommodation?
Under the ADA, covered employers generally must consider reasonable accommodations for qualified applicants and employees with disabilities unless the specific accommodation would impose an undue hardship.
What is a reasonable accommodation?
A reasonable accommodation changes a job, workplace, or application process to help a qualified person participate or perform essential job functions. Examples include adjusted equipment or a modified schedule.
Does an accommodation request need special legal wording?
A request need not use special legal language. The employer and worker should discuss effective options and assess the request under the applicable law and circumstances.
What accommodation duty does the PWFA establish?
The Pregnant Workers Fairness Act (PWFA) requires covered employers to consider reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions, absent undue hardship.