Employment Law & Ethical Practices Flashcards
7 cards from real CPM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Employment Law & Ethical Practices flashcards as text
Under the Americans with Disabilities Act (ADA), what is the primary obligation of an employer when a qualified employee requests a workplace accommodation?
Answer: Engage in an interactive process to identify effective accommodations
The ADA requires employers to engage in a good-faith interactive process with the employee to explore reasonable accommodations.
Which law prohibits employers with 50 or more employees from discriminating based on pregnancy, childbirth, or related medical conditions?
Answer: Pregnancy Discrimination Act (PDA)
The Pregnancy Discrimination Act of 1978 amended Title VII to explicitly prohibit discrimination based on pregnancy, childbirth, or related conditions.
An employee reports a safety violation to OSHA after raising the concern internally without resolution. The manager then reassigns the employee to undesirable shifts. This is an example of:
Answer: Whistleblower retaliation
Adverse employment actions taken in response to protected whistleblower activity constitute illegal retaliation under OSHA and other statutes.
Under the Fair Labor Standards Act (FLSA), which category of employees is exempt from overtime pay requirements?
Answer: Employees meeting both salary level and duties tests for executive, administrative, or professional exemptions
FLSA exemptions require satisfying both a minimum salary threshold and specific duties tests; salary alone does not determine exempt status.
A manager discovers that a subordinate has been falsifying expense reports. Before terminating the employee, what ethical and legal best practice should the manager follow?
Answer: Conduct a thorough investigation, document findings, and consult HR and legal counsel
Due process requires investigation and documentation before termination, reducing legal exposure and ensuring fair treatment.
Which principle requires that disciplinary actions be proportional to the severity of the infraction and consistent across all employees?
Answer: Just cause
The just cause standard requires that discipline be reasonable, consistent, and proportionate to the employee's conduct.
Under Title VII of the Civil Rights Act, which type of discrimination occurs when a neutral employment policy disproportionately excludes members of a protected class?
Answer: Disparate impact
Disparate impact refers to employment practices that appear neutral but have a statistically disproportionate adverse effect on protected groups.